BOOK REVIEW

MANAGING CHANGE AT WORK

By: Cynthia D. Scott, Ph.D., M.P.H. and Dennis T. Jaffe, Ph.D.
PRESENTED BY:

DIRECTOR DESIGN & IMPLIMENTATION HYDRO ELECTRIC BOARD AZAD JAMMU & KASHMIR 83RD MMC

SEQUENCE OF PRESENTATION

About the Book

About the Authors

Authors Claim Books Contents Evaluation Conclusion

ABOUT THE BOOK

COVER PAGE
A Viva Crisp Fifty-Minute Series Book Length : 82 Pages

Published by : Vinod Vasishtha For VIVA Books Printed at Edition : Raj Press New Delhi : 1995, Revised 1st Indian Edition in 2004 : 210 PKR

Price

THE AUTHORS
Cynthia D. Scott, Ph.D., M.P.H.

Founder of Change Works Global Organizational Strategist, Author and Executive Trainer Faculty Director of the Executive Certificate Program

Co-Author of 12 Other Books

Professor of Organizational Systems and Psychology at Saybrook University Consultant in Developing Responsible Leadership Across Generations in Family Enterprise

Dennis T. Jaffe, Ph.D.

AUTHORS CLAIM
The Skill and Strategies in this Book will help the Reader to become an effective Change Leader

BOOKS CONTENTS
The Book has Eight Sections
I. II. III. IV. V. VI. VII. VIII.

UNDERSTANDING CHANGE PREPARING FOR CHANGE WHAT HAPPENS TO PEOPLE ?

COUMUNICATING ABOUT CHANGE

DEALING WITH RESISTANCE INCREASING TEAM INVOLVEMENT VISIONARY LEADERSHIP CHANGE ACTION PLAN

SECTION - I
UNDERSTANDING CHANGE

THE CHANGE IS INEVITABLE

SUCCESSFUL ORGANIZATIONS ARE NOT DEAF, MUTE OR BLIND ABOUT THE FUTURE

THE PACE OF CHANGE

Traditionally, change was a shoot burst of disruption followed by a longer period of stable operations. BUT Today there are no longer any rest periods, change is continuous and enormous process

THE NATURE OF CHANGE

THE NATURE OF CHANGE

SECTION - II
PREPARING FOR CHANGE

PLANNING FOR CHANGE

Preparation Planning Transition Structures Implementation Reward

SECTION - III
WHAT HAPPENS TO PEOPLE

UNDERSTANG LOSS
When a major Change occurs, Employees normally experience several types of loss

Security

Competence

Relationships

Sense of Direction

Territory

THE PHASES OF TRANSITION

Most People move through these four phases in every transition

SECTION - IV
COMMUNICATING ABOUT CHANGE

COMMUNICATING ABOUT CHANGE

Setting a Climate for Communication Communicating through Discussion Announcing the Change Listen during Change Communicating Clearly about Change

TIPS FOR INFORMING ABOUT CHANGE

Explain the Reasons For the Change

Talk to People in Person

Tell People the Truth

Express Your Feelings

Take First Steps

SECTION - V
DEALING WITH RESISTANCE

SPOTTING SIGNS OF RESISTANCE

Resistance is not only a predictable part of change, but perhaps the most difficult phase to deal with

INDIVIDUAL RESISTANCE
Complaints Errors Anger Stubbornness Apathy Absence Due to Illness Withdrawal

ORGANIZATIONAL RESISTANCE
Accidents Increase in Workers Compensation Claims Increased Absenteeism Sabotage Increase in health care claims Lowered Productivity

SECTION - VI
INCREASING TEAM INVOLVEMENT

GETTING THROUGH CHANGE DEMANDS COLLABORATION

DIRECTIVE STYLE

Low Participation

Low Commitment Leader is Responsible for Results

GETTING THROUGH CHANGE DEMANDS COLLABORATION

COLLABORATIVE STYLE

High Participation

High Commitment

Standard is Responsible for Results

ROLE OF PARTICIPATION
(SETTING GOALS TOGETHER)
Assess Current Situation Listen and Rephrase

Clarity Objectives
Identify Problems Brainstorm Solutions Provide the Feedback

Reward Attempts, Not Just Achievements

SECTION - VII
VISIONARY LEADERSHIP

BECOMING A CHANGE LEADER

The successful Leader will focus on
Understanding and articulating a vision of where the group is going

Sharing that Vision

Creating and Environment where employees feel a sense of making the vision come true

BECOMING A CHANGE LEADER

The successful Leader will focus on

Where we are

Vision How we get there Where we are going

SECTION - VIII
CHANGE ACTION PLAN

CHANGE ACTION PLAN

Its now time to put all that you have learned together and create an Action Plan 1
Describe the Change completely
What is your vision of the best possible outcome ?

What are the strengths ?

What are the Obstacles ? List the Action Steps for Communication, Dealing with Resistance, Involvement and Leadership

CHANGE ACTION PLAN

6
What is your Time Table for making the change ? What new skills, knowledge and attitudes are needed ?

(Continued)

How will you acknowledge, recognize and celebrate the change ? How Will you create incentives ? How will you reward your self and team members ?

9 10

OVERALL ASSESMENT OF BOOK

MERITS Rich in Content Work Book Style A lot of Graphs and Pictures Helpful for General Readers & Business Starters

OVERALL ASSESMENT OF BOOK

It is not a 50 minutes series Book Unnecessary Repetition Not a Simple and Straight Forward Language Font of the Book is very small No Examples Redundant Information Western Background

BOOKS OF SIMILAR TOPICS

CONCLUSION

THANK YOU