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Organization Change

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Change is a natural

process

It has happened in the past

It is happening now and

It will happen future also

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Centuries ago advanced inmachine technology moved

labor from agriculture sector tomanufacturing sector.

Change and its resistance

process is a natural andcontinuous process.

The forces of globalizationtechnology continually forcing

organization around the world tointroduce some form oforganization change.

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Types of organization change

Incremental or frame banding or

first order change.

Radical or frame breaking or

second order change.

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Incremental or frame banding or

first order change.

organization

ORGANIZATION

AFTER

CHANGE

FORCES OF CHANGE

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Incremental change

It is generally deliberate in nature.

It involves no major change in

operation style of organization.

the organization capabilitycontinually improve through

incremental change.

It is an important asset in todaysdemanding scenario.

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Examples of incremental

change

Introduction of new product of

organization.

Introduction of new technology byorganization.

Introduction of new process or style

by organization.

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Radical or frame breaking or

second order change.

Organization

NEW ORGANIZATION

AFTER CHANGE

FORCES OF CHANGE

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Radical change

It is complex and radical

It occurs infrequently or radically in

the life cycle of organization.

It involves major shifts in several

aspects like structure and policy.

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Examples

Appointment of new chief executive

officer.

A new ownership brought about by

mergers and takeovers. Dramatic failure of existing

organization policies.

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Organization change process

Lewin gives three steps of

changing

unfreezing changing

refreezing

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Unfreezing

Identifyinf the need for change.

Identifying decline in performances.

Many changes are never tried or fail

simply because situation are not

properly unfrozen to begin with.

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Changing

It involves

changing the people

changing the task

changing the structure

changing the technology

Successful introduction of change requiressustained energy and clear goals.

It depends on degree on readiness to change

readiness of people

(knowledge, attitude, behavior)

readiness of system (leadership, culture)

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Unfreezing

Reinforcing outcomes

Providing extra support when

difficulties are encountered

Evaluating results

Making constructive modification

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Forces for change

Forces for

change

Worldpolitics

workforce technology

Social

trends competitionEconomic

shoks

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Resistance to change at

organizational level

Threats to

existing

relationship

Group

inertiaStructural

inertia

Threats to

Existing

allocation Threats

To

expertise

Limited

Focus of

change

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Minimizing resistance

to change

Communication

Coercion

Education and

training

Negotiation

Stress

management

Employee

involvement

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Thanks

Rekha Poswal

M.B.A. IV sem