Change ion Presentation

8/3/2019 Change ion Presentation

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ORGANIZATIONAL CHANGEPRESENTED BY ANKUSH

UNDER SUPERVISION OF

MS.NEELAM DAS GUPTA


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Presentation Outline

Define Organizational Change What is there to manage? Resistance to Change?

Managing Organizational Change?


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Organizational Change Management

What is Organizational Change?

It is generally considered to be an organization-wide change, as opposed to smaller changes such

as adding a new person.It includes the management of changes to theorganizational culture, business processes,physical environment, job design / responsibilities,

staff skills / knowledge and policies / procedures.

When the change is fundamental and radical, onemight call it organizational transformation.


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It is not uncommon for an organization to chooseto conduct a project that will have impact on theorganization itself. Examples:

New Time and Attendance System.New email system.Transition from paper to electronic Requisitions.Change from primarily print to primarily electronicmedia.Introduction of a new technology (e.g. EDMS).Distribution of workers in new office space.


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What provokes Organizational Change?Examples:

Management adopts a strategy to accomplishsome overall goal.

May be provoked by some major outside drivingforce, e.g., substantial cuts in funding.An Organization may wish to evolve to a differentlevel in their life cycle, e.g. from traditionalgovernment to e-government.Transition to a new chief executive can provokeorganization-wide change when his or her newand unique personality pervades the entireorganization.


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Take a moment to think of an example of organizational change that you haveexperienced.

Was it successful? Did it go smoothly?What were your feelings early on? Later?What did the people around you say about it?


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Why is Organization-wide Change difficult toaccomplish?

Organizations go through four stages on the wayto achieving their strategic objective:

Denial.Resistance.

Exploration.Renewal.


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As the Organization works its way through thesestages, there can be a negative impact onProductivity. This is referred to as the ProductivityDip and is portrayed on the next slide.


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Organizational Change

Management


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Minimizing the size and duration of thisProductivity Dip is dependent upon quicklycreating acceptance to the strategic plan and all

that it entails.But gaining that acceptance is often a difficultprocess, as some employees will, for variousreasons, seek to block the change.


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Factors in Organizational Change

The key to successful management of organizational change lies in the people.

They are the agents for successful transformation of the organization.They determine the Return on Investment from thisprocess.

So lets have a look at where Resistance to Changecomes from and how to best manage it.


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How prevalent is Resistance to Change?

It is generally acknowledged that in an averageorganization, when the intention for change is

announced:

15% of the workforce is eager to accept it.15% of the workforce is dead set against it.70% is sitting on the fence, waiting to see whathappens.


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Managing Organizational Change

Take care of yourself. Organization-wide change can be highlystressful.Don't seek to control change, but rather expect it, understandit and manage it.

Include closure in the plan. Acknowledge and celebrate youraccomplishments.Read some resources about organizational change , includingnew forms and structures.Consider using a consultant. Ensure the consultant is highlyexperienced in organization-wide change.


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Summary

Enterprise Transformation is driven by anunderlying strategy that organizes and energizes

People to understand, embrace and make full useof new Process and Technology.

Degree of success of this endeavor is measured by

the level and nature of the Business Impactachieved.


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THANKS

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Change ion Presentation