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Understanding Change Management Essentials

The document outlines the concept of change within organizations, defining it as alterations in people, structure, or technology, and emphasizing the importance of managing change as a key managerial responsibility. It discusses the forces driving change, sources of resistance, and the stages of the change process, including awareness, planning, and implementation. Additionally, it identifies change agents and strategies for managing resistance to ensure successful adaptation and implementation of change.

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Azbah Hussain
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80 views12 pages

Understanding Change Management Essentials

The document outlines the concept of change within organizations, defining it as alterations in people, structure, or technology, and emphasizing the importance of managing change as a key managerial responsibility. It discusses the forces driving change, sources of resistance, and the stages of the change process, including awareness, planning, and implementation. Additionally, it identifies change agents and strategies for managing resistance to ensure successful adaptation and implementation of change.

Uploaded by

Azbah Hussain
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Change Management

What Is Change?

 Organizational Change
 Any alterations in the people, structure, or technology of an
organization
 Characteristics of Change
 Is constant yet varies in degree and direction
 Produces uncertainty yet is not completely unpredictable
 Creates both threats and opportunities
 Managing change is an integral part
of every manager’s job.
Forces for Change

 External Forces  Internal Forces


 Marketplace  Changes in
 Governmental laws and organizational strategy
regulations  Workforce changes
 Technology  New equipment
 Labor market  Employee attitudes
 Economic changes
Sources for Resistance to Change

o Habit o Group Inertia


o Security o Threat to expertise
o Economic Factor o Threat to established power
o Fear of Unknown relationship
o Selective Information o Threat to established
Processing resource allocation
Change Process

 Levin's description of the change process as a break in the


organization’s equilibrium state
▪ Unfreezing the status quo
▪ Changing to a new state
▪ Refreezing to make the change permanent

 The lack of environmental stability and


predictability requires that managers and
organizations continually adapt (manage change
actively) to survive.
The Change Process
Stages in Change Process

1. Becoming aware of the pressure for change.


2. Recognizing the need for change.
3. Diagnosing the problem.
4. Planning the change.
5. Implementing the change.
6. Following up on the change.
Change Agents
 Change Agents
 Persons who act as catalysts and assume the responsibility
for managing the change process.
 Types of Change Agents
 Managers: internal entrepreneurs
 Outside consultants: change implementation experts
Three Categories of Change
Types of Change
 Structural  People
 Changing an organization’s  Changing attitudes,
structural components or its expectations, perceptions, and
structural design behaviors of the workforce
 Technological
 Adopting new equipment,
tools, or operating methods
that displace old skills and
require new ones
▪ Automation: replacing certain
tasks done by people with
machines
▪ Computerization
Managing Resistance to Change
 Why People Resist Change?
 The ambiguity and uncertainty that change introduces
 The comfort of old habits
 A concern over personal loss of status, money, authority,
friendships, and personal convenience
 The perception that change is incompatible with the goals
and interest of the organization
Managerial Actions to Reduce Resistance to Change

• Education and communication


• Participation
• Facilitation and support
• Negotiation
• Manipulation and co-optation
• Selecting people who accept change
• Coercion

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