CHANGE MANAGEMENTBy: Aman Harshvardhan (01)

Apoorva (03)Gyan Ujjwal (05)

Jitendra Pathak (07)Md. Shad Anwar (10)Symphony Satpathy (24)

What is Change Management?

Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. A somewhat ambiguous term, change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opportunities.

Types of Change

• Structural Change - Treat the Organization as a set of functional parts-the “machine”model

• Cost Cutting - Focus on the elimination of nonessential activities.

• Process Change - Focus on altering how things get done.

• Cultural Change - Focus on the “human" side

of the organization.

Theories of Change

There are two different approaches to change:

• Theory E: An Economic Approach Change aims for a dramatic and rapid increase in shareholder value .It

relies on cost cutting, downsizing, and asset sales to meet its objectives.

• Theory O: An Organizational Capabilities Approach

Characterized by high levels of employee participation and attempts to built bonds between the enterprise and its employees.

Are You Change Ready?

• It means that the people and structure of the organization are prepared for and capable of change.

An organization is change ready when three conditions are present:

• Leaders are respected and effective.

• People feel personally motivated to change.

• The organization is non-hierarchical and people are accustomed to collaborate work.

BECOMING CHANGE-READY

To make an organization change ready following steps should be taken:

• Do a unit-by-unit Change-readinessassessment.

• Develop more participative approaches to how everyday business is handled.

• Give people a voice.

• Drive out fear.

Seven steps to change

Mobilize energy and commitment through joint identification of

business problems and their solutions.

Develop a shared vision of how to organize and

manage for competitiveness.

Identify the leadership.

Focus on results and not on activities.

Start change at the periphery, then let it spread to other units

without pushing it from the top.

Institutionalise success through formal policies, systems and structures.

Monitor and adjust strategies in response

to problems in the change process

Roles For Leaders, Managers & Hr Played During This Process

LEADERS : leaders create an appealing vision of the future and then develop a logical strategy for making in a reality.

MANAGERS : Managers on other hand, have job of making complex tasks run smoothly

Role of HR

Helping management with hiring and assignment of consultants.

Reassigning or outplacing personnel displayed by change.

Arranging for employee training

Facilitating meetings and offsite

conferences.

Helping institutionalize successful change through employee

development, rewards and organizational

design.

Short-term results are possible, especially through cost cutting or mergers and acquisitions. But real

transformation programs have trouble getting started and major,

long-term change is rarely achieved.

Transformation efforts can be successful for a while but often fails

after short-term. Results become erratic.

All highly successful transformation efforts combine good leadership

with good management.

Transformation efforts go nowhere.

Relationship of Leadership and

Management

Mistakes to Avoid

Imposing a canned solution.

Driving change from the top.

Putting HR in charge.

Banking on a technical solution.

Trying to change everything at once

Steps to implement the change

Enlist the support and involvement of

key people

Craft an implementation

plan

Support the plan with Consistent Behaviours and

messages

Develop Enabling Structures

Celebrate Milestones

Communicate Relentlessly

Using Consultants

Social and Human FactorsReactions to Change

The Rank and File.

Change Resisters.

Change Agents.

Change is complicated by the fact that organizations are social systems

whose participants have identities, relationships, communities, routines,

emotions and differentiated powers.

Thus managers must be alert to how a change will conflict with existing

social systems and individual routines

The three identity categories that employees fall into are:

The Rank & FileDiscovery Learning, Inc. of Greensboro, North Carolina, has developed a

helpful methodology for measuring an individual's disposition to change,

indicating where that person is likely to fall on a preferred style continuum.

In this model there are three types of people:

Conservers

• People who prefer current circumstances over the unknown—people who are more comfortable with gradual change than with anything radical

Originators

• People who prefer more rapid and radical change. Originators are representative of the reengineering approach to change.

Pragmatists

• People who support change when it clearly addresses current challenges. They are less wedded to the existing structure than to the structures that are likely to be successful.

The Resisters•Resistors actively attempt to undermine efforts.

•The first thing is to identify potential resistors by

determining where and how change will create pain or

loss in the organization.

•Once the potential resistors are identified the next step

is to neutralize their resistance and make them active

participants in adapting change.

•This include explaining the urgent need to

change, describing how change will produce

benefits for them and finding new ways in which

they can contribute.

•People who do not respond to such efforts should be

outplace or removed from the unit

Change AgentsChange agents are the figures with one foot in the old world and the

other in new---Creators of a bridge across which others can travel.

They help other to see what the problems are and convince them to

grapple with them. They play a critical role, as they:

Articulate the need for change.

Are accepted by others as trustworthy and competent.

See and diagnose problems from the perspective of their audience.

Motivate people to change.

Work through others in translating intent into action.

Stabilize the adoption of innovation.

Foster self-renewing behavior in others so that they can “go out of the business” as change agents.

Helping people adapt

• Reactions to change: A sense of loss and anxiety

• The Conventional Advice

• What Individuals Can Do for Themselves

Overcome Powerlessness

Inventory the Gains and Losses

Re-anchor

Stages in reaction to change

Shock Defensive retreat

AcknowledgementAcceptance and

adaption

CONTINOUS INCREMENTAL CHANGE

• If change programmes are eventually followed by periods of organizational complacency and stasis –the alternative situation is one in which the organization and its people continually sense and respond to external environment .

• Change is ongoing and takes place through many small steps that is through continuous incremental

change

ADVANTAGES OF CONTINUOUS INCREMENTAL CHANGE

• Small changes are easier to manage

• Small changes enjoy greater probability of success than big ones

• Disruption is short-term and confined to small units at any given time.

• The org and its people are kept in a constant state of competitiveness and change readiness.

IMPLEMENTING CONTINUOUS CHANGE

• Make your organization change ready

• Conduct continuous external monitoring

• Conduct continuous internal monitoring

• Provide meaningful anchors

Addressing behaviors

• Identify training needs & communicate upwards.

• Create goals to work toward: a vision of success.

• Help people create specific, concrete behavior-change plans as needed.

• Communicate in multiple forms.