Change ManagementChange Management

By – N.G.Palit

””PROGRESS IS IMPOSSIBLEPROGRESS IS IMPOSSIBLE

Without CHANGE”,Without CHANGE”,

& &

Those who can’t change their mindsThose who can’t change their minds

can’tcan’t

CHANGE ANYTHING”CHANGE ANYTHING”

- George Bernard Shaw- George Bernard Shaw

Why Change?Why Change?

” ” It is not the strongest species It is not the strongest species

that survive, that survive,

nor the most intelligentnor the most intelligent,,

it is the one it is the one

most adaptable to change”most adaptable to change”

- Charles Darwi- Charles Darwinn

Why Change?Why Change?

Nothing Is ConstantNothing Is Constant

ExceptExcept

CHANGECHANGE

Why Change?Why Change?

Change is a part of lifeChange is a part of life

&&

Change is inevitableChange is inevitable

You Have Only One ChoiceYou Have Only One Choice

Either You ChangeEither You Change

OrOr

PERISHPERISH

Why Change?Why Change?

In order to survive, In order to survive,

organizations andorganizations and

their cultures musttheir cultures must

continuously evolvecontinuously evolve

and change.and change.

Managing ChangeManaging Change

Managing changeManaging change

is an integralis an integral

part of every part of every manager’s job.manager’s job.

Manager as Change-AgentManager as Change-Agent

People who act as catalysts and assumePeople who act as catalysts and assume

the responsibility for changing processthe responsibility for changing process

are called are called – ”– ”CHANGE AGENTS”CHANGE AGENTS”

Change ManagementChange Management

Change ManagementChange Management

Involves the Involves the process process

that ensures business that ensures business

responds to the responds to the

environmentenvironment in which in which

it operatesit operates

Forces for ChangeForces for Change

External Forces:External Forces:

Market placeMarket place

Govt. Laws & Govt. Laws &

regulations.regulations.

TechnologyTechnology

Labour marketLabour market

Economic changesEconomic changes

Internal Forces:Internal Forces:

Changes in strategyChanges in strategy

of the organizationof the organization

Workforce changesWorkforce changes

New equipmentNew equipment

Employee attitude Employee attitude

Conditions which prompt Conditions which prompt change.change.

1. 1. Global competitionGlobal competition

2. 2. Change in technologyChange in technology

3. Economic crises.3. Economic crises.

4. 4. Social DevelopmentsSocial Developments

5. 5. Changes in laws & regulationsChanges in laws & regulations

Why Change?Why Change?

’’The best way to escape from a The best way to escape from a

problem is to problem is to SOLVE IT’.SOLVE IT’.

Cultures change, when an organizationCultures change, when an organization

discovers or develops solutions todiscovers or develops solutions to

problems it faces.problems it faces.

Do People Resist Change?Do People Resist Change?

Yes.Yes.

People always resist People always resist

CHANGECHANGE

Because Because ’Change’ ’Change’

Threatens EquilibriumThreatens Equilibrium

Why people resist change?Why people resist change?

Because employees fear: Because employees fear:

UncertaintyUncertainty

InsecurityInsecurity

Failure to see any benefit of change.Failure to see any benefit of change.

Objectionable ways of implementingObjectionable ways of implementing

changechange

The concept that The concept that ’change means more ’change means more work’.work’.

Who are the targets of Who are the targets of Change?Change?

OrganizationsOrganizations

IndividualsIndividuals

GroupsGroups

The EnvironmentThe Environment

Four Responses to ChangeFour Responses to Change

First, is the First, is the VictimVictim. . They are terrifiedThey are terrified

Second is the Second is the BystandersBystanders

Third is the Third is the CriticsCritics

Fourth is the Fourth is the NavigatorNavigator, who have to , who have to

implement the change.implement the change.

The Team can encash The Team can encash OpportunitiesOpportunities

SO ?SO ?

Involve your TeamInvolve your Team

Communicate Communicate

constantlyconstantly

Plan properlyPlan properly

Don’t let upDon’t let up

How to manage How to manage organizational change?organizational change?

Organizational culture can either facilitateOrganizational culture can either facilitate

or inhibit changes. or inhibit changes.

We need to change organizational culture We need to change organizational culture

if it hinders the process of change and if it hinders the process of change and

achievement of organizational goalsachievement of organizational goals

Why Organizational Change?Why Organizational Change?

Environmental and Environmental and

Internal forces canInternal forces can

stimulate need for stimulate need for

organizational changeorganizational change..

Environmental ForcesEnvironmental Forces

Environmental forces include:Environmental forces include:

TechnologyTechnology

Marketing forcesMarketing forces

Social trendsSocial trends

Political and regulatory forcesPolitical and regulatory forces

Internal ForcesInternal Forces

Come from decisions made within theCome from decisions made within the

company.company.

This may be in This may be in Top-downTop-down direction, i.e direction, i.e

originating from top management andoriginating from top management and

travel downwardstravel downwards,,

Or, it may oriniginate from frontlineOr, it may oriniginate from frontline

employees & travel in a employees & travel in a Bottom-up Bottom-up

directiondirection

Important Cultural IssuesImportant Cultural Issues

The three importnat The three importnat

cultural issues of any cultural issues of any

organization are:organization are:

1. 1. Ethics Ethics

2. Diversity of employees2. Diversity of employees

3. 3. Leadership behaviourLeadership behaviour

Changing Organizational Changing Organizational CultureCulture

Top leaders can set the tone for a Top leaders can set the tone for a

change in organization’s culture.change in organization’s culture.

Managers and leaders must Managers and leaders must

introduce and ”introduce and ”cement”cement” ethical ethical

practices into organization’s culture.practices into organization’s culture.

Implementing Organizational Implementing Organizational ChangeChange

Changes at Individual levelChanges at Individual level

Changes in this area can be achieved Changes in this area can be achieved by:by:

1. Changes in the number and skills of 1. Changes in the number and skills of

the human resource component.the human resource component.

2. 2. Improving levels of employees’ Improving levels of employees’

motivation and performance.motivation and performance.

Group TargetGroup Target

It involves changes in the It involves changes in the

relationship between relationship between

managers and managers and

subordinates & also subordinates & also

relationship within the relationship within the

group.group.

Organizational TargetsOrganizational Targets

It may be changes in any of the It may be changes in any of the followinfollowing:g:

Products , quality or service offered.Products , quality or service offered.

Goals & strategies.Goals & strategies.

Organizational structureOrganizational structure

Organizational CulureOrganizational Culure

Environmental TargetEnvironmental Target

It relates to changes in It relates to changes in

Environment Environment ::

May be due to changesMay be due to changes

in products and in products and

services, which mayservices, which may

require new require new

technology or new distributiontechnology or new distribution

system.system.

How to Handle ’Change’?How to Handle ’Change’?

Be a Good Change-agentBe a Good Change-agent

How to implement Change?How to implement Change?

The following steps are The following steps are

crucial to obtain successful crucial to obtain successful

change outcome:change outcome:

1. 1. Create a Vision of Change.Create a Vision of Change.

2. Communicate the vision of 2. Communicate the vision of

change.change.

3. 3. Remove fears from the minds of Remove fears from the minds of

those who will get affected by those who will get affected by

change.change.

Pre-planning for ChangePre-planning for Change

Introduce change Introduce change graduallygradually

Clarify goals, policies, strategiesClarify goals, policies, strategies

Wherever possible, keep the team intactWherever possible, keep the team intact

and keep the same job titles.and keep the same job titles.

Maximise supervision & dialogue Maximise supervision & dialogue

Develop trust and confidenceDevelop trust and confidence

Communicate the ChangeCommunicate the Change

To all who will be To all who will be

affected by changeaffected by change

Direct communication Direct communication

from the topfrom the top

management to the management to the

employeesemployees

When to Communicate?When to Communicate?

Communicate before the chCommunicate before the change, notange, not

afterwards.afterwards.

Regularly Regularly communicate during changecommunicate during change

Early and Early and frequent communication frequent communication isis

desirable.desirable.

Communicate both Communicate both orally & in writing orally & in writing

THE ART OF PROGRESS THE ART OF PROGRESS

” ” Is to preserve order amid changeIs to preserve order amid change

ANDAND

to preserve change amid orderto preserve change amid order””

Any Question?Any Question?

At the EndAt the End

If you liked this presentation, please If you liked this presentation, please

feel free to send your valuable commentsfeel free to send your valuable comments

and feedback to:and feedback to:

nandapalit@yahoo.co.innandapalit@yahoo.co.in

Thank youThank you - - N.G.PalitN.G.Palit