Organizational Change
A Presentation by
Historical
&
Political
Evolution
Change
Corporate Culture
Levels of Change
Individual-level Changes:
Changes in Job assignments
Relocation
Internal Mobility
Job enrichment, Job Enlargement, Job Rotation
Job Re-designing, Job-structuring
Skill/Competency Development
Changes in behavior, attitudes
Performance enhancement
Levels of Change
Systems Processes
Change through
TQM
Management People
Re-engineering
Components of Re-engineering
Re-engineering
External Causes:
Globalization
Workforce Diversity
Technological Change
Managing ethical behavior
Govt. Policies
Competition
Scarcity of resources
Reasons for changes
Internal causes:
Organizational stagnation
Decreasing performance effectiveness
Crisis
Changing employee expectations
Change in the work climate
Resistance of Change
Organizational level: Group-level:
• Structure • Composition
• Culture • Group Norms
• Strategy • Cohesiveness
• Over-determination • Groupthink
Change
Individual level:
• Cognitive Biases
Sub-unit-level: • Uncertainty
• Fear of Loss
• Differences in orientation • Selective participation
• Power & Conflict • habit
• Logical Reasoning
Models of Change
Status Quo
Time
Lewin’s Force Field Model of Change
The Change Process
Becoming aware of the pressure for change
Recognizing the need for change
Diagnosing the problem
Planning the change
Implementing the change
Managing Resistance to the change
Following-up the change
Organizational Development
OD comprises a special set of organizational change
process.
It is a planned, systematic process of organizational change
based on the behavioral science, research & theory.
Goal of OD:
Planned change
Comprehensive change
Emphasis on work groups/teams
Long-term change process
Participation of a change agent/facilitator
Emphasis on intervention
Collaborative management
Organizational Culture
Action Research
Pre-requisites of OD