1.
Topic: Managing change
Presenting by:
Pramod krishna

2.
Change Management (CM) or managing change
(MC) refers to any approach to transitioning
individuals, teams, and organizations using
methods intended to re-direct the use of
resources, business process, budget allocations,
or other modes of operation that significantly
reshape a company or organization.
Organizational Change Management (OCM)
considers the full organization and what needs
to change transition.

3.
Organizational Change Management principles
and practices include CM as a tool for change
focused solely on the individual.
CM focuses on how people and teams are
affected by an organizational transition. It deals
with many different disciplines, from behavioral
and social sciences to information technology
and business solutions. In a project management
context, CM may refer to the change control
process wherein changes to the scope of a
project are formally introduced and approved.

4.
Reasons for change
Globalization and constant innovation of
technology result in a constantly evolving
business environment. Phenomena such
as social media and mobile adaptability
have revolutionized business and the
effect of this is an ever increasing need for
change, and therefore change
management. The growth in technology
also has a secondary effect of increasing
the availability and therefore
accountability of knowledge.

5.
Forces for change
Change means making things different.There
are varoius forces of change
1. Nature of workforce
 Advances in technology, a more demanding
workforce and shifts in priorities are
combining to change the shape of traditional
business and create a revolution in the
workplace
 Demographic changes , immigration and
outsourcing also have transformed the nature
of the workforce.

6.
2 Technology
 Technology is changing jobs and
organizations adapts to one technological
change , other technological change and
opportunities come to the forefront
3 Economic Shocks
 Economic shocks have continued to impose
changes on organizations.
 . Economic shocks are unpredictable and
typically impact supply or demand throughout
the markets.

7.
4.Competition
 Competition is changing, the global economy
means that competitors are as likely to come
from across the ocean as from across town.
 Hightened competion means the successful
organization will be the ones that can change in
response to the competition.They will be fast on
their feet,capable of developing new products
rapidly and getting them to market quickly.They
will rely on short production runs, short
product cycles and on ongoing stream of new
products.

8.
5.Social Trends
 Social trends are constantly changing, and
many companies use their ability to anticipate
the social change as part of their business
marketing campaign.
 Eg: Facebook and Twitter introduced a new
social trend by introducing a new way to
connect with people from far and near.

9.
Planned change
 According to James Daud defines that
“Organization Development is an effort
planned, organization-wide, and managed
from the top, to increase organization
effectiveness and health through planned
interventions in the organization's 'processes,'
using behavioral-science knowledge.
 Planned change means change activities that
are intentional and goal oriented.
 There are two goals of planned change: first it
seeks to improve the ability of the
organization to adapt to changes in its
environment, second it seeks to change
employee behaviour.

10.
 Efforts to stimulate innovation, empower
employees and introducework teams are
example of planned change activities directed
at responding to change in the environment.
 Because on organizations success or failure is
essentially due to things that its employee do
or fail to do, planned change also is concerned
with changing the behaviour of individuals
and groups within the organization.

11.
Resistance to change
 One of the most well documented findings
from studies of individual and organization
and their members resist change.
 Resistance can be overt , implicit , immediate
or deferred
Sources of resistance to change
1. Individual source; Habit,security, economic
factors
2. Organizationa source: structural inertia ,
limited focus of change , group inertia,
threat to expertise.

12.
Overcoming Resistance to change
1. Education and Communication: Resistance can be
reduced through communicating with employees to
help them see the logic of a change.Communication
reduce resistance on two levels.First it fights the
effects of misinformation and poor communication
, second, communication can be helpful “selling”
need for change.
2. Participation: Its dificult for individuals to resist a
change decision in which they participated .
3. Building support and commitment: change agents
can offer a range of supportive efforts to reduce
resistence.Research on middle managers has shown
that when managers or employees have low
emotional commitment to change , they favour the
status quo and resist it.

13.
4. Implementing changes fairly: Try as managers
might to have employees see change positively,
most workers tend to react negitively
5. Manipulation and cooptation : manipulation
refers to covert influence attempts.
6 Selecting people who accept change: Reasearch
suggests that the ability to easily accept and adapt
to change is related to personality some people
simply have more positive attitude about change
than others.

14.
Five Activities contributing to
effective change management
1. Motivating change
2. Creating vision of change
3. Developing political support
4. Managing transition of change
5. Sustaining momentum

15.
S