DCE 5632Organizational Change & Development

Title:Change As An Organization Process

Instructor:Dr Khairuddin B. Idris

Group Member:Zulhilmi Sham B. Mohd Noor GS27893Nurul Aishah Bt. Musa GS28101

Shaaheda Bt. Mat AriffGS27780

Definition of ChangeChange is the continuous adoption of

corporatestrategies and structures to changing

externalconditions.(Colin, 1990)

Types Of Change•Organizational Development : This is

the more gradual and evolutionary approach to change. It bases on the assumption that it is possible to align corporate objectives with the individual employees objectives.

•Reengineering : This is known as corporate transformation or business transformation.

Theories of Planned Change•Lewin’s Change Model

1) Unfreezing- Reducing those forces maintaining the organization’s

behavior at its current level.- Focus is to create the motivation to change.- Process of “psychological disconfirmation”. - Involve creating ways to reduce barriers to change.

2) Movement- Shifts the behavior of the organization, department or individuals

to a new level.- Involves intervening in the system to develop new behaviors,

values & attitudes through changes in organizational structure &

processes.

3) Refreezing- Change is stabilized by helping employees integrate the changed

behaviors or attitude into their normal ways of doing things.- Giving employees the chance to exhibit new behaviors, which are

then reinforced.

•Action Research Model

• Focuses on planned change as a cyclical process in which initial research about the organization provides information to guide subsequent action.

• Objective : - help organizations implement planned change & develop more general knowledge that can be applied to other settings

• Trends in the application of action research include movement from smaller subunits of organizations to total systems & communities.

•Positive Model

• Focuses on what the organization is doing right.• Has been applied to planned change primarily through a

process called “ appreciative inquiry (AI)”.• AI encourages a positive orientation to how change is

conceived & managed.

Resistance to change•People and Organizations resist changes

from both internal and external sources and planned and unplanned change

•Manager’s reaction▫See resistance as a problem

Treat it coercively Added resistance

▫See resistance as a signal People need more information, or better

treatment Gather insights from people

Sources of Resistance to Change

Individual Resistance* Perception* Personality* Habit* Threats to power and influence* Fear of the unknown* Economic reasons

Organizational Resistance* Organization design* Organizational culture* Resource limitations* Fixed investments* Interorganizational agreements

Resistance to Change

Employee Readiness for Change

Source: Adapted from Zeira, Y., and Avedisian, J. Organizational planned change: Assessing thechances for success. Organizational Dynamics, Spring 1989, 37.

Perceived Personal Risk from Change

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Low

Low HighH

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High readinessfor change

Moderate to indeterminant

readiness for change

Low readinessfor change

Moderate to indeterminant

readiness for change

Forces forForces forChangeChange

Resistance to Change

Direct Costs

Fear of the Unknown

Breaking Routines

Incongruent Systems

Incongruent Team Dynamics

MinimizingMinimizingResistanceResistanceto Changeto Change

CommunicationCommunication

TrainingTraining

EmployeeEmployeeInvolvementInvolvement

StressStressManagementManagement

NegotiationNegotiation

CoercionCoercion

Minimizing Resistance to Change

Source: Adapted with permission from Cummings, J.G., and Worley, C.G. Organization Developmentand Change, 6th ed. Cincinnati: South-Western, 1997, 154.

Change Management Activities

•1) Motivating Change# Creating Readiness for Change

- sensitive the organization to pressure for change.- identify gaps between actual and desired states.- convey credible positive expectations for change.

# Overcoming Resistance to Change- provide empathy and support.- communicate.- involve member in planning and decision making.

• 2) Creating a Vision- Describes the core purpose & values that guide the organization as well as envisioned future toward which change is directed.

• 3) Developing Political Support- organization can be seen ad loosely structure coalitions of individual s and groups having different preferences & interest

• 4) Managing the Transition- Beckhard & Harris pointed that the transition may be quite different from the current state of the organization & consequently require special management structures & activities.

• 5) Sustaining Momentum# Activities to sustain momentum:-

- provide resources for change.- build a support system for change agents.- develop a new competencies and skills.- reinforce new behaviors.- stay the course.

Strategies Of Organizational Change

•Six ways:1. Individual change strategies2. Techno structural strategies3. Data-base strategies4. Organizational development5. Violent and coercive strategies6. Nonviolent yet direct action strategies

Key Element Of Successful Change•Committed and active participation of

leadership•Culture change•Energetic involvement of an empowered

and educated work force•Effective communication and

measurement•Aligning human resource systems with

the goals and objectives of change

Definition of Organizational Development

• Burke’s Definition of ODOD is a planned process of change in an organization’s culture through the utilization of behavioral science technology, research and theory.

• Beckhard’s Definition of ODOD is an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes” using behavioral science knowledge.

• Beer’s Definition of OD OD is a system-wide process of data collection, diagnosis, action planning,

intervention, and evaluation aimed at: (1) enhancing congruence between organizational structure, process, strategy, people, and culture; (2) developing new and creative organizational solutions; and (3) developing the organization’s self –renewing capacity. It occurs through collaboration of organizational members working with change agent using behavioral science theory, research, and technology.

Organization Development is….

a system-wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies structure, and process that lead to organization effectiveness.

The Organization Development Process

Explanation•OD process begins when an organization

recognizes that a problem exist. (when leadership has a vision of a better way and wants to improve the organization)

•Once the decision is made to change the situation, the next step is to assess the situation to fully understand it.

•The type of change desired would determine the nature of the intervention. Interventions could include T & D and team interventions

•Once the intervention is planned, it is implemented.

•Relevant data that gathered would be determined by the change goals. For example, if the intervention were training and development for individual employees or for work groups, data to be gathered would measure changes in knowledge and competencies.

Why Is OD Process Important

•It will give impact achievement towards organizational goals

•Increasing trend to maximize an organization's investment in its employees

•Organizations need to "work smarter" and apply creative ideas

•Employees expect more from a day's work •customers demand continually improving

quality

What is Organization Process???

The systematic way a

company defines,organizes and implements its

operations through the stages of the product life cycle

Organizational Process Framework

•Flow activities are the routines and activities that effect the flow of tangible and intangible resources into, within and out of the organization.

•Conversion activities are the routines and activities that combine or change the form of input resources.

Step Of Organization Process

ConclusionChange is one of organization development

process. Change is important for company development. Company

development is important to ensure company survival.

THANK YOU