NothiNg is permaNeNt except chaNge

CHANGE
change is defined as to make or become different or give or begin to have a different form. change means dissatisfaction with the old & belief in the new. change is a process , tool & technique to manage the people side of change process to achieve the required outcome & to realize the change effectively with in individual change agent, the inner team & the wider system which includes the org.

Change management is managing the process of

implementing major changes in information technology, business process, org structure & job assignment to reduce the risk & cost of change & optimize its benefits
Managing the process of Implementing major changes in IT Business processes Orgl structure Job assignment Risks To reduce to Optimize benefits

CM

Cost of change

Need for change

Mission Workload Political Environment Changes in Mgt Resources technological

Forces of change

External forces
technological advancement Social & political pressure economic forces Government forces Market changes competition

Internal forces
Structure-focused change technological change Inadequacy of managerial & adm processes Individual/ group expectation Resource constraints Profitability issue

Phases of change
a)

b)
c)

Denial Bargaining & negotating Anger

How to deal? accepting Communicating sharing feelings Planning goals, expections

PERSONAL CHANGE
PROCESS ELEMENTS

Meaning of Personal Change

Only person who can change your mind is YOU

Personal change typically occurs in three phases

Leaving the . . . Current State Moving through the . . . Transition State And reaching the . . . Future State

These three phases can be mapped onto the performance curve

HIGH

AVERAGE PERFORMANCE

HOPEFUL OPTIMISM
(Benefit of the Doubt)

SATISFIED COMPLETION
(Relief)

EMERGING PESSIMISM
(Confusion/Worry)

PUBLIC RESISTENCE
(Fear/Anger)

RENEWED HOPE
(Hope/Energy)

RENEWED OPTIMISM
(Understanding/Confidence)

CHECKING OUT
(Sadness/Resignation)

LOW

TIME

To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly.

Henri Bergson
French Philosopher

Personal change process

Step 1 : Discovery

Step 2 : Clearing

Step 3 : Programming

Step 4 : processing

Personal change process

John Fischers Personal Transition Process

Personal change
Element of Personal Change Self-Analysis Self-Awarness Self-Esteem Self-Eficacy

Self Awarness

Means knowing ones value, personality, need, habits, emotions, weakness etc It helps in developing plans for professional & self devpt

Who is a self aware person? Knows ones strength & limitations Clear idea of priorities Clear idea of ones attitude, values & beliefs. And know difference in same are primary causes of conflict

Behavior how it affects others Aware of feelings & emotions & controls it Aware of fear & anxiety stable & strong self image

Assumptions: self awareness Is self responsibility Internalizing perceiving self behaviour to have certain outcome Continuous learning process

Personal change through selfawarness

Skill development Knowing strength & weakness Intituitive decision making skills Stress Motivation leadrship

How to practice this skill?

By asking somebody feedback Use of questionnaire Seek professional help

Self-awareness through Johari Window

Referred to as feedback model, also considered as information processing tool. It represents info- feelings, exp, views, attitudes, skills, etc with in or about a personin-relation to their group. Also called disclosure/ Feedback model Developed by Joseph Luft & Harry Ingham

Self-Awareness using Mayers Briggs Type Indicator(MBTI)

Self-Esteem
Self-Esteem is defined as a persons self-image at an emotional level It refers to an individuals sense of his/her value or worth or the extent to which a person values, approves of, appreciates or likes him or herself.

description of self-esteem includes the following primary properties

self-esteem as a basic human need, i.e., "...it makes an essential contribution to the life process", "...is indispensable to normal and healthy self-development, and has a value for survival.

something experienced as a part of, or background to, all of the individuals thoughts, feelings and actions.
concept of self-esteem is graduated, involving three main levels:

To have a high self-esteem is to feel confidently capable for life, or, to feel able and worthy, or to feel right as a person.

To have a low self-esteem corresponds to not feeling ready for life, or to feeling wrong as a person.

To have a middle ground self-esteem is to waver between the two states above, that is, to feel able and useless, right and wrong as a person, and to show these incongruities in behavior, acting at times wisely, and at rashly others, thus reinforcing insecurity.

Causes for healthy self esteem & low self esteem

healthy self esteem:

Childhood experience: being praised, being listened to, being spoken to respectfully, getting attention & hugs, experiencing success in sports or schools, having trustworthy friends etc. low self esteem: Childhood experience: being yelled at, beaten, being ignored, ridiculed or teased, being expected to be perfect all the time, experiencing failure in sports or school & being harshly criticized.

Positive indicators
People with a healthy level of self-esteem[ firmly believe in certain values and principles, and are ready to defend them even when finding opposition, feeling secure enough to modify them in light of experience. are able to act according to what they think to be the best choice, trusting their own judgment, and not feeling guilty when others don't like their choice. do not lose time worrying excessively about what happened in the past, nor about what could happen in the future. They learn from the past and plan for the future, but live in the present intensely. fully trusts in their capacity to solve problems, not hesitating after failures and difficulties. They ask others for help when they need it. consider themselves equal in dignity to others, rather than inferior or superior, while accepting differences in certain talents, personal prestige or financial standing. take for granted that he is an interesting and valuable person for others, at least for those with whom he has a friendship. resist manipulation, collaborate with others only if it seems appropriate and convenient. are able to enjoy a great variety of activities. are sensitive to feelings and needs of others; respect generally accepted social rules, and claim no right or desire to prosper at others' expense.

Negative indicators
A person with low self-esteem may show some of the following symptoms:

Heavy self-criticism, tending to create a habitual state of dissatisfaction with oneself. Hypersensitivity to criticism, which makes oneself feel easily attacked and experience obstinate resentment against critics. Chronic indecision, not so much because of lack of information, but from an exaggerated fear of making a mistake. Excessive will to please: being unwilling to say "no", out of fear of displeasing the petitioner. Perfectionism, or self-demand to do everything attempted "perfectly" without a single mistake, which can lead to frustration when perfection is not achieved. Neurotic guilt: one is condemned for behaviors which not always are objectively bad, exaggerates the magnitude of mistakes or offenses and complains about them indefinitely, never reaching full forgiveness. Floating hostility, irritability out in the open, always on the verge of exploding even for unimportant things; an attitude characteristic of somebody who feels bad about everything, who is disappointed or unsatisfied with everything. Defensive tendencies, a general negative (one is pessimistic about everything: life, future, and, above all, oneself) and a general lack of will to enjoy life.

Three faces of low self esteem

The imposter The rebel The loser

Self Efficacy

Self efficacy relates to a persons perception of his/her ability to reach a goal Self efficacy is self belief.

SOURCES OF SELFEFFICACY
Mastery experience Social models Social persuasion Reducing peoples stress reaction

Efficacy activated processes that affects human functioning

A. B. C.

Cognitive Processes Motivational processes Affective Processes : affects how much stress &
depression they experience in threatening or difficult situation & their level of motivation

D.

Selections Processes

Devpt of self efficacy over a course of the lifespan of an individual

A.

B.
C.

D.

E.

F. G.

Origin of a sense of personal action Family source of self efficacy Broadening of self-efficacy through peer influence School as agency for cultivating cognitive self-efficacy. Growth of self-efficacy through transitional experience of adolescence self-efficacy concerns of adulthood Reappraisal of self-efficacy with advancing age

Organizational Role
- convergence region b/w individual & org. set of behavior enacted by a person as a result of his occupying a certain position in the org Making org role effective 1. Having high role efficacy on the part of role occupant 2. By developing style & strategy to cope with role conflict or stress

Role Efficacy & effectiveness

Integration of person & role that ensures a persons effectiveness Effectiveness depends on ones own potential effectiveness, & potential effectiveness of the role & the orgl climate potential effectiveness can be termed as efficacy Role performance can be predicted under role clarity

Dimension of role efficacy

Role making Role centring Role linking

Role conflict/ stress &effectiveness I. Role space conflict II. Role set conflicts

1.

Role space conflict

a.
b. c. d.

Self-role distance Intra-role conflict Role stagnation Inter-role distance

2.

Role set conflict

a. b. c. d. e.

f.

Role- ambiguity Role overload Role erosion Resource inadequacy Personal inadequacy Role isolation confront