management+of+change+kavita singh

8/6/2019 Management+of+Change+Kavita Singh

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MANAGEMENT OF CHANGE

Dr. Kavita Singh

Faculty of Management Studies

University of Delhi

Delhi 110007


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MEGATRENDS JOHN NAISBITT

Five New Directions Transforming Our Lives

in Work Organizations:

Industrial Society to Information Society.Forced Technology to High tech/High touchTechnology.

Representative Democracy to Participative

Democracy.Hierarchies to Networking.

Either/or to Multiple options.


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ORGANIZATIONS OF THE 21st CENTURY

WHATS AHEAD IN THE WORLD OF WORK

Organizations will change Organizations will be smaller in size Downsizing

Organizations would restructure highlydecentralized. Flatter organizations.

Movement towards computerization Work getsroutinized freeing people to do more creative jobs.

People will like to work in teams withempowerment.

A team is not like a peck of sled dogs, with one dogthe leader. Its more like the flight of wild geese; the

leader always changes, but they fly in a flock.

Virtual telecommunicating

Commitment to Quality, may not be to theorganization.


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ORGANIZATIONAL CHANGES:

DETERMINING FACTORS

INTERNAL FACTORS

PlannedChange in products and services

Changes in administrative systems

Changes in organizations size and structure

Unplanned

Changing employee demographics

Performance gaps


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DETERMINING FACTORS

EXTERNAL FACTORS

Planned

Introduction of new technologies

Advances in information processing andcommunication

Unplanned

Government regulation

Economic competition in global arena


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REACTIONS TO CHANGE

The reactions to change vary from:

Active Acceptance

Acceptance with modification

Passive support

Acquiescence

Passive resistance

Active resistance

Leaving the organization


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FACTORS FOR RESISTANCE

INDIVIDUAL FACTORS:

Habit Security

Fear of economic loss

Fear of loss of status

Fear of unknown

Selective information processing


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FACTORS FOR RESISTANCE

ORGANIZATIONAL FACTORS:

Structural inertia

Limited focus

Group inertia

Threat to expertise Threat to established power

Threat to established relationship


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OVERCOMING RESISTANCE

TECHNIQUES:

Education & Communication

Participation

Facilitation & Support

Negotiation Manipulation & Cooptation

coercion


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8 Steps to transform your Organization John Kotter

STEPS: Establish a sense of urgency.

Form a powerful Guiding Coalition. Head of theorganization An active Supporter

Create a clearVision. Communicate the Vision. Use every possible channel.

Communicate through words and deeds.

Empower others to act on the vision.

Plan for and create Short term wins.

Dont declare the victory too soon. Consolidateimprovements and produce more change.

Institutionalize New Approaches Change is a combinedeffort and requires good succession planning.


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THE EIGHT STEPS FORSUCCESSFUL CHANGE

STEP 1: INCREASE URGENCY

Raising a feeling of urgency so thatpeople start telling each other wemust do something about the

problems and opportunities.Reducing the complacency, fear, andanger that prevent change fromstarting.


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STEP 2: BUILDING THE GUIDINGTEAM

Helping pull together the right groupof people with the rightcharacteristics and sufficient powerto drive the change effort. Helpingthem to behave with trust andemotional commitment to one

another.


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STEP 3: GET THE VISION RIGHT

Facilitating the movement beyond

traditional analytical and financial

plans and budget. Creating the right

compelling vision to direct the effort.

Helping the guiding team developbold strategies for making bold

vision a reality.


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STEP 4: COMMUNICATE FOR BUY-IN

Sending clear, credible, and heartfeltmessage about the direction ofchange. Establishing genuine gut-level buyin that shows up in howpeople act. Using words, deeds, andnew technologies to unclogcommunication channels and

overcome confusion and distrust.


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STEP 5: EMPOWER ACTION

Removing barriers that block thosewho have genuinely embraced the

vision and strategies. Taking away

sufficient obstacles in their

organizations and in their hearts sothat they behave differently.


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STEP 6: CREATE SHORT-TERM WINS

Generating sufficient wins fastenough to diffuse cynicism,pessimism and skepticism. Buildingmomentum. Making sure successesare visible, unambiguous, and speakto what people deeply care about.


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STEP 7: DONT LET UP

Helping people create wave after

wave until the vision is reality. Notallowing urgency to sag. Not duckingthe more difficult parts of thetransformation, especially the biggeremotional barriers. Eliminateneedless work so you dont exhaustyourself along the way.


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STEP 8: MAKE CHANGE STICK

Ensuring that people continue to act

in new ways, despite the pull oftradition, by rooting behavior inreshaped organizational culture.Using the employee orientation

process, and the power of emotionsto enhance new group norms andshared values.

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