a presentation about change management and its components resistance to change and how to remove it

2. Presented By
•Malik Saeed
Akhter
•Muhammad
Ali Niazi
•Syed Waqar
Hussain Shah

3. Topic
• Change management and innovation
• The change management process
• Organizational change components
• Resistance to change
• Factors fostering resistance to change
• Factors reducing resistance to change

4. Change management and
innovation
Change management is a systematic
approach to dealing with change
both from the perspective of an
organization and the individual.

5. Innovation refers to make some thing
new , some thing innovated which
never can be happened before.

6. Change Management Can Be Achieved By
“Q x A = E”
EFFECTIVENESS
(Overall Strategy)
ACCEPTANCE
(Cultural Strategy)
QUALITY PROCESS
(Technical Strategy)
x =

7. Unfreezing Changing Refreezing
Lewin’s Three-Step Process Model

8. Lewin’s change process model
• Unfreezing – creating the motivation to
change
• Changing – learning new ways of doing things
• Refreezing – making the new ways normal

9. Lewni’s process performs when they
need little and quick change like if they
are going to change the product
appearance.

10. Continuous Change Process Model

11. Continuous Change Process Model
• The Continuous Change Process Model
– Incorporates the forces for change, a problem-solving
process, a change agent, and transition management
– Takes a top management perspective
• Perceives forces and trends that indicate need for
change
• Determines alternatives for change
• Selects the appropriate alternative

12. In this process coca cola observe the market and
check the problem. Like they are working in a
collectivism environment where 250 ml packing
are not enough for a family so that they
introduced there 2.5 liter to reduce the problem
and make changed into product packing.

13. Organizational Change Components
• Strategy
– the way an organization uses its resources
(human, economic, or technical) to gain and
sustain a competitive advantage
• Technology and Structure
– the way an organization converts inputs into
products and services
– Change in Technology and Structure will be
huge impact on the organization

14. Organizational Change Components
• Human Resource Systems
– the mechanisms for selecting, developing,
appraising, and rewarding organization members
• Measurement Systems
– methods of gathering, assessing, and
disseminating information on the activities of
groups and individuals in organizations

15. Organizational Change Components
• Organization Culture
– The basic assumptions, values, and norms shared
by organization members
– If the basic assumptions are changed , its leads to
an effect on the organizational changed

16. Outputs
• Organization Performance Increased
– e.g., profits, profitability, stock price
• Stakeholder Satisfaction Increased
– e.g., market share, employee satisfaction,
regulation compliance

17. Resistance to change
• An emotional/behavioral response to real or
imagined threats to an established work
routine.

18. Resistance to Change
Uncertainty and Ambiguity
Fear of Personal Loss
Lack of Faith in Change

19. Why Resistance To Change???
• Fear of the unknown.
• Lack of good information.
• Fear for loss of security.
• No reason to change.
• Fear for loss of power.
• Lack of resources.

20. Resistance to Change:
Sources of Resistance to Change
• Organizational
Sources
– Over determination
– Narrow focus of change
– Group inertia
– Threatened expertise
– Threatened power
– Resource allocation
changes
• Individual Sources
– Habit
– Security
– Economic factors
– Fear of the
unknown
– Lack of awareness
– Social factors

21. Factors Forces for Change
• External Factor
– Market place
– Governmental laws and
regulations
– Labor market
– Economic changes
– Mergers & Acquisition
– Privatization
– Electronic Commerce
• Internal Factor
– Changes in
organizational strategy
– Workforce changes
– New equipment
– Employee attitudes
– Technology

22. Overcoming Resistance To Change

23. Education and
Communication
Participation
Negotiation
Facilitation
and Support
Manipulation
and Cooptation
Techniques for
Reducing Resistance

24. Education & Communication
• Advantage:
– Creates willingness to
help with the change
• Disadvantage:
– Lack Of Interest.

25. Participation & Involvement
• Advantage:
– Be a part and
involved to shared
their ideas and
information.
• Disadvantage:
– Can be very time
consuming.

26. Support
• Advantage:
– Directly satisfies
specific resource or
adjustment needs.
• Disadvantage:
– can be expensive

27. Negotiation
• Advantage:
– Helps avoid major
resistance.
• Disadvantage:
– can cause others to seek
similar deals.

28. Manipulation
• Advantage:
– Quick and inexpensive
• Disadvantage:
– Can create future
problems if people sense
manipulation.