Managing And Leading

Organizational Change

..the only constant is change ;

change is inevitable

What are your reaction when you hear the word CHANGE? Negative Perception. Positive Perception..

Types of Organizational Change

* Anticipatory Change- planned change based on expected

situations. * Reactive Change- Changes made in response to unexpected situations. * Incremental Change- Subsystem adjustments required to keep the Organization on course. * Strategic Change- altering the overall shape & direction of Organization.

Forces of Change
EXTERNAL FORCE
Market Place. Govt. Laws & Regulations. Technology. Labour Market. Economic Change.

INTERNAL FORCE
Change in Organizational Strategies. Workforce Change. New Equipment. Employee Attitude.

A Journey Through Change

Stability

Comfort & Control

Learning Acceptance, Commitment

Looking Forward

Looking Back

Fear, Anger & Resistence

Enquiry, Experimentation & Discovery

Chaos

Individual Reaction To Change

How People Respond To Changes they Like? 3 Stage process :# Unrealistic Optimism # Reality Shock # Constructive Direction

How people respond to change they fear or Dislike?

Stages :# # # # Getting off on the wrong track. Laughing it off. Growing Self Doubt. Destructive Direction.

Corpo

SOURCES OF RESISTANCE TO CHANGE

Why do employees Resist Change?

Managing Change :
Work Specialization, Departmentalization, Chain of Command, Span of Control Formalization, Job Redesign

Work, Process, Methods & Equipments

Attitude, Expectations, Perception & Behavior

Approaches to Managing Change:

* Lewins Force Field Theory of Change * Kotters Eight Step plan * Action Research

* Organizational Development

Lewins Force Field Theory :

Reducing the Forces for Status quo

Developing new attitudes, values & behaviours

Reinforcing new values, attitudes and behaviours

Kotters Eight Step Plan

1. Establish a sense of urgency by creating a compelling reason for why change is needed. 2. Form a coalition with enough power to lead a change. 3. Create a new Vision to direct the change. 4. Communicate the vision throughout the organization. 5. Empowers other to act on the vision.

6. Plan for, create, and reward short-term WIN that move the organization towards the New vision. 7. Consolidate improvements, reassess changes, and make necessary adjustments in the new programs. 8. Reinforce the changes by demonstrating the relationship between new behaviours & organizational success.

Action Research:

refers to a change process based on the systematic collection of data and then selection of change action based on what the analyzed data indicate. Five Step Process: # Diagnosis # Analysis # Feedback # Action # Evaluation

Organizational Development :

OD comprises a special set of organizational change methods. It is a planned, systematic process of organizational change based on behavior science research and theory.

The goal of OD is to create adaptive organizations, capable of transforming and reinvesting themselves, so as to remain effective.

Values Of OD : We accept and respect people for who they are and attempt to facilitate their meeting their needs without judgment or coercion. We hold each other, staff and clients, accountable for agreements we have made. We endeavor to reduce the harm caused to themselves and others by individuals' behavior; and to reduce the harm to individuals caused by social institutions and policies. Our concern is with quality of life rather than with one particular approach. We see the needs of the clients/consumers as the driving force behind the decisions we make.

We strive toward mutual identification of problems and issues and mutual determination of goals in our work plans. We endeavor to assure that clients/consumers routinely have a voice in the creation of programs and policies which affect them. We strive to achieve the highest quality of service consistent with available resources and client/consumer needs. We strive to use our resources in the most effective and efficient manner. We use our creativity, knowledge, and talent to develop innovative programs and initiatives throughout the agency.

We strive to include the diversity of people represented in our community on our staff. We establish processes whereby diverse opinions, approaches, and working styles can be heard and understood. We are dedicated to developing excellence among the staff.

OD Interventions:
1: Human Processes :

* T-Groups * Process Consultation * Third Party Intervention * Team Building * Organization Confrontation meeting * Intergroup Relations

2: Technostructural :

* Formal Structural Change * Differentiation & Integration * Cooperative union- management projects * Quality circles * Total Quality Management * Work Design

3: Human Resource Management :

* Goal Setting *Performance Appraisal *Reward Systems *Career Planning & Development *Managing Workforce Diversity *Employee Wellness

4: Strategic:

* Integrated Strategic Management Culture Change Strategic Change Sell-Designing Organizations

Impression Management:
Description Impression management is the deliberate 'bending' of the truth in order to make a favorable impression. Managing impression includes deliberate use of any or all of: Dress, make-up, hairstyle and other management of visual appearance. Manner and general behavior, such as being pleasant, assertive, and so on. Managing body language to conceal anxieties or untruths and show openness, etc. Being economic with the truth, not telling lies but also not revealing the whole truth. Exaggeration or complete fabrication of things that make you look good. Downplaying or denial of negative factors that make you look bad.

Set goals . Where do you want to be in one, three and five years from now? Do you want a promotion? A new job or career? What are you willing to do to achieve them? Write them down and review them periodically to keep on track.
Take a good look at yourself or better yet, ask your mentor for feedback . Unfortunately, we never see ourselves as others do. If you are not getting the results you want, ask for feedback from others to better understand what is holding you back.

Commit to the change you want to create . To make any change in behavior you must practice the new skill repeatedly for twenty-one days. Set aside time to do this and make it a priority.
Dress appropriately . Wear clothes that fit well and are appropriate for each business occasion. Understand the difference between traditional business attire and the different levels of business casual. Wear clothes that say you are there for business and should be taken seriously. If you wear it to the beach, on a hot date, or to the park - it's not appropriate for business. With that in mind, keep mini skirts, T-shirts with slogans, overalls, low-cut tops, sandals, jean jackets, sneakers, zip-front hooded sweatshirts for your weekend or at-home wardrobe only.

Learn how to properly shake hands . Touch thumb joint to thumb joint. Make it firm - not a bone crusher or a loose fish handshake. People form an impression of you by your greeting. Make sure they've formed a good one.
Keep your body language open . In business, many professionals are not aware of how they are communicating with their body. Fidgeting or not making eye contact, will give you away. Keep a smile on your face and your body language open. Fake it until you feel it . If you feel as if you have already achieved your goal, it will happen. Individuals that maintain an upbeat attitude portray a positive image and attract positive company.

Remember "Successful people look successful!