Professional Documents
Culture Documents
Uncertainty a) Instability People do not know what jobs, authority, roles they have in future. b) Uncertainity no one has answer what the future is like, what is their place in the organization. This lead to anxiety, stress & battle for power.
Contd
change. Major Reinvention of the orgn. Role of Agents of change- CEO, Consultants.
Contd..
RESISTANCE TO CHANGE Change effort brings Resistance (Dysfunctional mostly, beneficial sometimes) Resistance can be Explicit Implicit Immediate Deferred (Explosive) Need for Communication with & feedback from employees.
4
Individual * Resistance
STRUCTURAL INERTIA (Social, relationships equilibrium in organization) LIMITED FOCUS OF CHANGE (Organization: a set of interdependent subsystems change in one subsystem affects all) GROUP INERTIA
Threat to established Power relationships (eg. Participative/ delegated decision making: A Threat)
ORGANIZATIONAL RESISTANCE
Threat to EXPERTISE
Facilitation (counseling/consultants)
Negotiations Manipulation and Co- Optation
5. Sustaining momentum Providing resources for change Building a support system for change agents Developing new competencies and skills
Motivating change
2. Creating Mission
a vision
3. Developing Political Support Assessing change agent power Identifying key stakeholders Influencing stakeholders
Management structures
MANAGING CHANGE
UNFREEZE
change existing Situation Unlearn (explain benefits to Change motivate) Diagnoise problems
RE -FREEZE
Shift to different Revised Behavior Behavior of performance becomes new norms (Employees get convinced) (Assimilate change Implement change feedback in organization . Constant reinforcement to avoid employees reverting back) Monitor
ENABLING
C= (ABD)>X
Where, C=change A=level of dissatisfaction with status quo B= clean direction or goal D=steps