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Organizational change


Organizational change Lecture 12 Organizational change Substantive modification in some part of the organization; It may include any aspect in the organization: Work ... – PowerPoint PPT presentation

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Title: Organizational change

Organizational change
  • Lecture 12

Organizational change
  • Substantive modification in some part of the
  • It may include any aspect in the organization
  • Work schedules
  • Bases for departmentalization
  • Span of management
  • Organizational design
  • Staff.

Forces for change
  • External forces
  • Internal forces. Internal forces include
    strategy, structure, staff, goals,technical

Types of change
  • There are two main types of a change
  • Planned change. It is designed and implemented in
    an orderly and timely fashion in anticipation of
    future events
  • Reactive change. It is a respond to circumstances
    as they develop.
  • Technological changes
  • Behavioral changes
  • Innovations.

Managing change process
  • Managing change means forecasts the change,
    implementing it in the organization and involving
    people in it.
  • According to Kurt Lewin, there are three stages
    in change process
  • Unfreezing
  • Implementing
  • Reinforcing.

Stages in change process
  • Unfreezing means that people who will be affected
    by change should understand why change is
  • Implementation is next stage.
  • Refreezing involves reinforcing and supporting
    the change.

Steps in change process
  • Recognition the need for change
  • Establishment of goals for change
  • Diagnosis of relevant variables
  • Selection of appropriate change techniques
  • Planning for implementation of the change
  • Actual implementation
  • Evaluation

Managing resistance to change
  • People resist to change for several reasons
  • -uncertainty
  • Threatened self-interests
  • Different perceptions
  • Feelings of loss.

Techniques to overcome resistance
  • Participation. Employees who participate in the
    planning and implementation of change better
    understand the reasons for change
  • Education and communication
  • Facilitation
  • Negotiations. This technique is suitable for
    groups having power in the oranizations
  • Support. It is connected with training of staff
    to acquire new skills
  • Manipulation and involvement.

Organization development
  • It is an effort that is planned, organization
    wide, and managed from top, intended to increase
    organizations effectiveness through planned

Prerequisites for organization development
  • Employees have desire to grow and develop
  • They have strong need to be accepted by others
  • The way OD is designed will influence the way
    individuals and group behave in the organization.

OD techniques
  • Diagnostic activities. It includes analysis of
    current condition or welfare of the organization
  • Team building they enhance the effectiveness and
    satisfaction of individuals
  • Survey feedback. Each employee responds to a
    questionnaire intended to measure perceptions and

OD techniques
  • Education
  • Intergroup activities. They are designed to
    promote cooperation
  • Third- party peace making. It is used in cases of
    substantial conflict in the organization
  • Technostructural activities. They include the
    design of organization, the technology.

OD techniques
  • Process consultation. In this case OD consultant
    is observing the groups to understand their
    communication pattern, decision making and
    leadership processes and gives feedback.
  • Life and career planning. Employees formulate
    their personal goals and evaluate strategies for
    integrating goals with goals in the organization
  • Coaching and counseling it helps people to
    develop better sense of how others see them.