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Force Field Analysis is a useful technique for looking at all the forces for and against a decision. With the help of driving forces like
info. Tech., competition, demographics, leadership needs a Continuous change process model is prepared-
Forces for change Reorganize & define problem Change Agents Problem-solving
Transition management
old state- unfreeze- change- Refreeze- New state
Doing things no one else is doing-cutting edges, enhancing, adapting, reengineering, revolutionizing processes & procedures Doing impossible- Breakthrough in technology, market & resource constraints ,radical change in risky environment This model indicates the organizations dissatisfaction with present state; For future goals the possible immediate tactical action should be stronger than the resistance within the organization.
Create short term wins Dont let up-encourage determination & persistence Make change stick- reinforce the value of successful change via recruitment, promotion & new change leaders. Weave change into culture.
Types of Resistance
Functional Resistance:
critically assessing whether change will lead to improvements exploring the personal consequences of change.
Dysfunctional Resistance:
avoiding dealing with urgent and pressing issues declining to work on what really needs to be done.
Culture has to be prepared to implement & disseminate change effectively throughout the organization by Communication of proper reasons, aims & ways to respond positively & cope with it Dont impose but give a chance to decide how it will be managed Participation & involvement in workshops, staff surveys, training, feedback & empathy Empower people & teams to find their own solutions& responses to facilitate managers By good leadership styles(tolerance, compassion) win the trust of employees Describe, design, support & review the effectiveness of change
Successful adaptation to change is as crucial within an organization as it is in the natural world. The more effectively you deal with change, the more likely you are to thrive. Adaptation might involve establishing a structured methodology for responding to changes in the business environment (such as a fluctuation in the economy, or a threat from a competitor)
Role of leadership
Leader should Encourage collaboration rather than competition Encourage Customer orientation Encourage Training & coaching Encourage Quality consciousness Encourage proper communication Encourage Teamwork Encourage participation of workforce Encourage Creativity & productivity Encourage Healthy culture with lesser conflicts Encourage positive synergy in team
As a team leader he should help in Proper Management of new product development & its commercialization Reduction of lead time from R&D to market development Speeding up production & new product launch Attainment of technology leadership Attainment of National & global competitiveness Utilizing people lever for organizational growth( reducing resistance, motivating, career planning, participation, reward etc.) Practice of Kaizen Quality circles etc.
Managing Transformations
Transformation means extreme psychological or character change. There can be business transformation through technological transformation ,implementation transformation & human transformation.
Process by which an organisation achieves and maintain operational and competitive advantage by:
Changes in technology Changes in operational concepts Changes in organisational structure
Transformation process
Transformation requires that continuous improvement is necessary, but not sufficient.
Introduction of major changes Consolidation Sustenance and growth
Consolidation
Continued focus on key operating parameters Corporate initiative on sourcing, channel and service Requiring leadership with accountability Leveraging reach and service business potential Senior management commitment Increase in integration Focus on performance Prioritization of efforts