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Lets get over the belief that Lets get over the belief that we already need to be we already need to be
different in order to succeeddifferent in order to succeed
Secret of Success of HappinessSecret of Success of Happiness
Life is not about what you wantLife is not about what you want Or What you can getOr What you can get It is about what you can contributeIt is about what you can contribute
Revolutionary ForcesRevolutionary Forces
Knowledge EconomyKnowledge Economy Virtual OrganizationsVirtual Organizations Mergers and AcquisitionsMergers and Acquisitions Electronic CommerceElectronic Commerce Digital CommerceDigital Commerce PrivatizationsPrivatizations
Changes Changes
Two types of changeTwo types of change 1. Technical Change and 1. Technical Change and 2. Human Side of Change2. Human Side of Change
TransitionTransition
Transitions are good or bad, expected or Transitions are good or bad, expected or unexpected that unsettles our lives, shakes us unexpected that unsettles our lives, shakes us up and take some time to adjustup and take some time to adjust
Barriers to ChangeBarriers to Change
Resistance to change-Individual and Resistance to change-Individual and OrganizationOrganization
Limitation of Existing SystemsLimitation of Existing Systems Lack of executive commitmentLack of executive commitment Unrealistic ExpectationsUnrealistic Expectations Inadequate leadership skillsInadequate leadership skills Lack of technical exposureLack of technical exposure Lack of team skillsLack of team skills
Urgent NeedUrgent Need
1. Assistance1. Assistance 2. Information2. Information 3. Integration3. Integration 4. Individual Learning4. Individual Learning 5. Participation5. Participation
Work Role TransitionWork Role Transition
It is a jargonized term in itself.It is a jargonized term in itself.
Out come of this TransitionsOut come of this Transitions
Work role transitions constitute a period of Work role transitions constitute a period of discontinuity and flux where individuals and their discontinuity and flux where individuals and their roles must gravitate towards a new synchronizationroles must gravitate towards a new synchronization
This transitional process may have a major impact This transitional process may have a major impact both on the manner and effectiveness with which the both on the manner and effectiveness with which the role is performed and on the competencies, role is performed and on the competencies, aspirations and well- being of the person is assessedaspirations and well- being of the person is assessed
Women at HomeWomen at Home 1. Caregiver –aging parents, grandchildren, 1. Caregiver –aging parents, grandchildren,
childrenchildren
2. Sickness in family, health issues2. Sickness in family, health issues
3. Single mothers 3. Single mothers
Women at WorkWomen at Work
1.Career growth 1.Career growth 2. Downsizing2. Downsizing 3. Outsourcing and acquisitions3. Outsourcing and acquisitions 4. Retirement4. Retirement
Within the OrganizationWithin the Organization
Work- role transitions may involve two Work- role transitions may involve two independent adjustment processes:independent adjustment processes:
1. Personal Development- it involves reactive 1. Personal Development- it involves reactive change in the individual – fit the rolechange in the individual – fit the role
2. Role development- moulding the new role 2. Role development- moulding the new role to suit the requirements for- adapting the role to suit the requirements for- adapting the role to fit oneselfto fit oneself
Four Phases of TransitionFour Phases of Transition
1. Denial1. Denial 2. Resistance2. Resistance 3. Commitment3. Commitment 4. Exploration4. Exploration
DenialDenial
How good things were in the pastHow good things were in the past It can’t happen nowIt can’t happen now NumbnessNumbness Everything as usual attitudeEverything as usual attitude Refusing to accept new informationRefusing to accept new information
ResistanceResistance
AngerAnger Loss and HurtLoss and Hurt StubbornnessStubbornness Blaming others Blaming others ComplaintsComplaints Not interested to knowNot interested to know Doubting your abilitiesDoubting your abilities
ExplorationExploration
What’s going to happen to me?What’s going to happen to me? Seeing possibilitiesSeeing possibilities Unfocussed workUnfocussed work Clarifying goalsClarifying goals Searching for the resourcesSearching for the resources Finding for alternativesFinding for alternatives
CommitmentCommitment
Where I am headingWhere I am heading FocusedFocused TeamworkTeamwork VisionVision Leadership qualitiesLeadership qualities Cooperation from all anglesCooperation from all angles Balanced decision makingBalanced decision making
OutcomeOutcomeof work role transitionof work role transition
Managing the changes-People, Data and Managing the changes-People, Data and PracticesPractices
People – Caring or InfluentialPeople – Caring or Influential Data- Organizational and procedural, Non –Data- Organizational and procedural, Non –
Verbal and VerbalVerbal and Verbal Practice- Creative, Scientific and Engeering Practice- Creative, Scientific and Engeering
RequirementsRequirements
1.1. Motivational OrientationMotivational Orientation
Desire for control.Desire for control.
Desire for feed back.Desire for feed back.
RequirementsRequirements
2. Prior occupational Socialization- one’s prior 2. Prior occupational Socialization- one’s prior Occupational Experience also affects how one Occupational Experience also affects how one adjusts to a new role.adjusts to a new role.
3. Interactions – Networking.3. Interactions – Networking.
4. Challenge that exercise your skill4. Challenge that exercise your skill
5. Mental Focus.5. Mental Focus.
6. Developing positive partnerships.6. Developing positive partnerships.
Role Transition ManagementRole Transition Management
Transform your OrganizationTransform your Organization Three Key ChallengesThree Key Challenges 1. Delivering results when the rule changes1. Delivering results when the rule changes 2. Understanding the new territory2. Understanding the new territory 3. Handling complexity and ambiguity3. Handling complexity and ambiguity
Role Transition Management in Role Transition Management in PracticePractice
Stage I- Getting readyStage I- Getting ready Stage II- Understanding the territoryStage II- Understanding the territory Stage III- Uncovering sticking pointsStage III- Uncovering sticking points Stage IV- leading through ambiguityStage IV- leading through ambiguity Stage V- Building the Know-howStage V- Building the Know-how
Why manage Transition?Why manage Transition?
To win the race –To win the race – What Race – to face the Challenges and attain What Race – to face the Challenges and attain
the opportunities the opportunities
Thank QThank Q