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Why is it Important to Adapt toChange?

Individuals, teams, or organizations that

do not adapt to change in timely ways

are unlikely to survive.

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What is Change?

Coping process of moving from a

unsatisfactory present state to a desired

state

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Reacting to Change

Unplanned

Fire fighting

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Planned Change

Results from

deliberate

attempts by

managers toimprove

organizational

operations

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Unfreeze

Change

RefreezeThree Phases ofPlanned Change

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Unfreezing

Help people

accept that

change is needed

because theexisting situation

is not adequate

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Changing

Involves

rearranging of

current work

norms andrelationships to

meet new needs

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Refreezing

Reinforces the

changes made so

that the new ways

of behavingbecome stabilized

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Steps in the Planned ChangeProcess

Recognize the needfor change

Diagnose andplan change

Manage the

transition

Measure resultsMaintain change

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Force-Field Analysis

Process of analyzing the forces that

drive change and the forces that

restrain it

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Driving Forces

Factors that push

toward the new,

more desirable

status quo

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Restraining Forces

Factors that exert

pressure to

continue past

behaviors or toresist new actions

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Force-Field Analysis Model

Restraining Forces

Driving Forces

Quasi-StationaryEquilibrium

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Managing the Planned ChangeProcess

Consider contingencies to determine

the best interventions

Manage the transition

Measure results

Maintain change

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Targets for Organizational Change

Strategy Develop new visions, missions,

strategic plans

Structure Add a new department ordivision, or consolidate two existing ones

People Replace a person or changeknowledge, skills, attitudes, or behaviors

Technology upgrade a data processing

system

ManagementEncourage participation bythose involved in solution of problems

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Reasons for Resistance toChange

Selective Perception

Lack of Information

Fear of the

Unknown

Habit

Resentment Toward

the Initiator

Sub-Optimization

Structural Stability

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Overcoming Resistance toChange

Education and Communication

Participation and Involvement

Facilitation and Support

Negotiation and Agreement

Manipulation and Co-optation

Coercion

Promote Positive Attitudes Toward Change

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