This document discusses change management and the process of managing change within organizations. It defines change management as managing the transition from the old way of doing things to the new way. The key stages of change management are preparing for change by increasing urgency and getting buy-in, managing change through effective communication and empowering employees, and reinforcing change by embedding it permanently. Resistance to change can occur due to things like fear of the unknown and lack of communication, but can be reduced through involvement and training.

1. Presented By:
Kamakshi Bisht (PP15082)
Chiranjib Mohapatra (PP15083)
Kiran Koundinya (PP15084)
Masroor Ahmed (PP15085)
Shreyas Raj (PP15086)

2. “If you want to develop anything, try
to change something.”
~Woodrow Wilson

3. What is Managing Change?
To define Change Management, we could say that it is about
managing this transition from the old position to the new. We
are unfreezing the old state and refreezing the new state so that
it becomes established.
Change Management: the process, tools and techniques to
manage the people-side of change processes, to achieve the
required outcomes, and to realize the change effectively within
individuals, teams, and the wider systems

4. Stages in Change Process
Delivering Change in Stages
Preparing for Change
Managing Change
Reinforcing Change

5. Preparing For Change
 Increase urgency
 Build a guiding team
 Get the vision right
Managing Change
 Communicate to get agreement
 Empower action
 Create short-term wins
Reinforcing Change
 Don’t give up
 Embed Change

6. Types of change Strategic:
 Changes to the approach to doing business: markets
targeted, products to be sold, how they will be sold, overall
strategic orientation, level of global activity, partnerships
 Process efficiencies: Changes to make processes faster, more
reliable, less costly, more savings, reducing waste
 Structural effectiveness: Changes in hierarchy, goals,
structural characteristics, administrative procedures,
management systems
 Cultural change: Changes to the human side of operations:
empowerment, attitudes, behaviors, skills, performance of
employees

7. In 2001, the commercial vehicle market in India shrank by more
than 40% and this lead to incurred losses of 5 billion rupees for
TATA Motors.
Organization change:
 Change in Technology
 Change in Strategy
Change in Workforce &
Culture:
 Employees were exposed to out
side World
 Young employees were
encouraged
Example:

8. Managing Complex Change

9. Factors that influence the need for change
Recognize the Context of Change
When considering what change management in the workplace is,
here are some of the factors that influence the need for change:
1. Demographics - e.g. an ageing workforce puts a focus on pensions
2. Competition - e.g. cheap labor elsewhere forces a rethink on pay
scales
3. Technology - e.g. calls for fast turnarounds in some product lines
4. Legal/Political - e.g. change may be a legal requirement
5. Economics - e.g. increases in indirect taxation change consumer
spending levels
Factors can be transient, many and varied and may not always be
clearly identifiable. Think about the factors influencing your change
project and their significance

10. 1.Fear of change
2.Not being consulted
3. Poor communication
4. Changes to routines
5. Low trust
6. Misunderstanding about the
need for change
7. Exhaustion/Saturation
8. Change in the status quo
Typical Reasons For Resistance To Change

11. 1. Involve interested parties in the planning of change by asking them for
suggestions and incorporating their ideas.
2.Clearly define the need for the change by communicating the strategic
decision personally and in written form.
3.Address the "people needs" of those involved
4. Design flexibility into change by phasing it in wherever possible
5. Be open and honest
6. Do not leave openings for people to return to the status quo
7. Focus continually on the positive aspects of the change
8. Deliver training programs that develop basic skills as opposed to processes
Ways To Reduce Resistance To Change:

12. Successfully Implementing Change

13. • Have a defined communication strategy
• Be consistent about sharing information
• Consider using a variety of media to reach people
• Involve stakeholders in the planning process
• Support staff with training and opportunities to practice
• Listen and act on questions, feedback and concerns
• Celebrate ideas, achievements and successes
• Have a clear reason for implementing change
• Learn about the target population
• Identify the change champions, the innovators; these are the people who will be prepared to
introduce change
• Provide feedback of progress to stakeholders
Successfully Implementing Change: Cont….

14. 1. Change thought out Organization
2. Greater motivation
3. Increased Productivity
4. Better quality of work
5. Higher job satisfaction
6. Improved teamwork
7. Better resolution of conflict
8. Commitment to objectives
9. Increased willingness to change
10. Reduced absences.
11. Lower turnover
12. Creation of learning individuals and groups.
Benefits of Organization Development:

15. 1.Changing nature
2. Narrow concept
3. Flexibility in the principle
4. Effect of External factors
5. Changing social needs
6.Related to human behavior
7.Differences among organizational objectives, philosophies
and exceptions
8.Management is culture bound
9.Profit oriented concept
Limitations to Managing Change

16. Successful change managers provide a compelling rationale for change,
set challenging goals and provide visible leadership and commitment.
They secure ‘buy-in’ from people who understand why change is
necessary and what they can do to help bring it about. Their aspirations
reflect their capability to implement. They also recognize the differing
attitudes, behaviors and approaches of winners and losers. They equip
people to bring about desired changes and help them to operate like
winners.
Change management methodology ensures that changes to the
organization are standardize and controlled. And, this will provide
project managers with the tools to efficiently handle and maintain the
needed changes
Conclusion