INTRO LOL :p

Change- When we say CHANGE it means (to exchange one thing for another
thing, especially of a similar type.
Change is not such a bad thing. Imagine what your life would be like if nothing ever
changed.
In organization Managing change at work has become part of everyone's job
description. Change is the only constant in the workplace.

1st slide in ppt

NATURE OF CHANGE
Change is any alteration occurring at work or in the work
environment that affects the ways in which employees must act.
Explanation: These changes maybe planned or unplanned, catastrophic or
evolutionary, positive or negative, strong or weak, slow or rapid, and
stimulated either internally or externally. Regardless of their source, nature,
origin, pace, or strength, changes can have profound effects on their
recipients.

Equilibrium - a state of relative balance between opposing forces

Explanation : (social structure of an organization); people develop a
relatively stable set of relations with their environment; employees are
adjusted.
Disequilibrium/unbalance - employees are unable to make adequate
adjustments
Explanation at the extreme, disruptions can produce disarray until they are
addressed.
Managers role:
1. Proactive
anticipating events, initiating change, and taking control of the
organizations destiny. (explain pa more)
2. Reactive
responding to events, adapting to change, and tempering the
consequences of change. (explain pa more)
2nd slide
Responses to Change
The way that people feel about the change is one factor that determines
how they will respond to it.

1. Personal history
- Peoples biological processes, their family backgrounds
Explanation (e.g. family, job, education), and all their social experiences
away from work; preexisting attitudes.
2. Work environment
reflects the fact that workers are members of a group and their attitudes
are influenced by its codes, patterns and norms.
Hawthorne Effect

observation affects behavior; means that the mere observation of a

group or more precisely, the perception of being observed and ones
interpretation of its significance tends to change the group. When people
are observed, or believe that someone cares about them, they act
differently.

3rd slide
Group Response to Change

people interpret change individually and have their own probable

response to it.

Explanation : However, they often show their attachment to the group by

joining with other group members in some uniform responses to the change.
Were all in this together. Whatever happens to one of us affects all of us.

Homeostasis
a self-correcting mechanism by which energies are called up to
restore balance whenever change threatens;

Explanation : a self-correcting characteristic of an organization, that is ,

people act to establish a steady state of need fulfillment and to protect
themselves from disturbance of that balance. They want to maintain their
previous sense of competence.

Cost and benefits

-All changes are likely to have some cost
-Each change requires a detailed cost-benefit analysis to determine
usefulness

-Organizational goal should always be to produce benefits greater

than costs.
-Emotions powerfully impact intentional change (behavior, thoughts
& perceptions)
-May cause psychic costs psychological costs which affect a persons
inner self, the psyche. Psychological loss because of the strain it imposes on
people as they try to adjust.
-Repetitive change syndrome -caused by a series of organizational
initiatives that are started but not completed.

4th slide

Resistance to Change
employee behaviors designed to discredit, delay or prevent the implementation
of a work change, because it threatens their needs for security, social interaction,
status, competence or self-esteem.
Change-reaction effect
is a situation in which a change, or other condition, that directly affects only one
person or few may lead to a direct or indirect reactions from many people because
of their mutual interest in it.

Reasons for Resistance

1. Nature of change
may violate their moral belief system, they believe the decision is
technically incorrect.
EXPLANATION : the change is too complex for them to grasp, inconsistent with the
organizations mission, vision, values and culture.
2. MethoD
people may resent having been ill-informed, the change may have come
unexpectedly, did not involve the in the change process, poor timing or even a poor
choice of words used to introduce the change.
3.Personal factors
some employees may have high inertia and simply bereluctant to exchange the
comfort of certainty and familiarity for uncertainty. Fear of failure, threats to job
security, lack of trust to the management, low tolerance for change, inequity
experienced when people perceive themselves being changed while someone else
appears to gain the benefits of the change
Types of Resistance
1. Logical EXPLAIN
2. Psychological EXPLAIN
3. Sociological EXPLAIN