LEADING CHANGE IN ORGANIZATION

Siti Rohani Binti Ismail Piruz PXGM 6103 Educational Leadership Dr. Simin Ghavifekr

Definition Of Change
Simple meaning, change is a shift in some condition or situation from its present state to a new and different state.
Environmental change, will refer to external shifts organizational change will refer to the internal shifts made by an organization as it responds to external shifts.

Need For Leading Change

Causes need change in an organization. i) Technological Advancements- Transforming the business in line with new technologies helps organization compete with others. ii) Crisis Management- Change becomes a necessity when an organization finds itself in a crisis. iii) External Factors -Change helps the organization cope with globalization, which can be a threat or opportunity. iv) Organizational Culture -Changing the organizational culture, which could include basic beliefs, values, feelings, and internal and external relationships, can improve its efficiency and productivity. It is also can attract new customer

The Concept/process Of Change

Lewins model : 3 stage to make change: i) Unfreezing :Unfreezing, the most difficult and important stage in the change process, creates the motivation to change. occurs when people are motivated to discontinue some aspects of their behavior ii) Transition /change: the change stage is where people begin to resolve their uncertainty and look for new ways to do things. Time and communication are the two keys to success for the changes to occur.

The Concept/process Of Change(cont)

iii) Refreezing state: When the changes are taking shape and people have embraced the new ways of working, the organization is ready to refreeze.
process of learning new behavior patterns is called refreezing.

Types Of Organization Change

The success of a major change depends on what is changes.(Beer,Eisantats,Spector, 1990) i)The role-centered approach- changing work roles by reorganizing workflow, redesigning job (activities, responsibility, authority ) ii) Strategy-centered approach- new product, enter new market, dealing with other. iii) Economic approach: improve financial(downsizing, restructure) iv)Organizational approach : improve capability, commitment.

Forces Of Change
Two type force of change: A) External forces i) Marketplace- include the competition among school. ii) Government laws and regulations- order from the goverment iii) Technology- ability of using IT iv) Labor markets -The fluctuation of labor markets forces school leaders to initiate change. v) Economic changes.

Forces Of Change(cont)
B) Internal Forces - Pressures in the internal environment can also stimulate change. i) Administrative processes. Processes that act as pressures for change include communications, decision making, leadership, and motivational strategies, processes reflect breakdowns or problems in the school district/school and may reflect the need for change (Gibson, Ivancevich, Donnelly, & Konopaske, 2012).

ii) People problems. poor performance levels of teachers and students, a signal to school leaders that change is necessary.

Resistence To Change
i) ii) Lack of trust Belief change not necessary

iii) Belief change not relevant iv) Economic threat v) High cost

vi) Fear of failure vii) Loss power viii) Resentment of interference (dont want to be controlled)

Overcoming Resistance to Change

Education and Communication- communicate with organization members to help them see the need for change as well as the logic behind it.
Participation and Involvement-Organization members who participate in planning and implementing a change are less likely to resist it. Facilitation and Support -It is important for leaders to manifest supportive and facilitative leadership behaviors when change is being implemented.

Overcoming Resistance to Change (cont)

Negotiation and Agreement -providing incentives for cooperation.(include salary increases, bonuses, or more union representation in decision making )
Explicit and Implicit Coercion -When other approaches have failed, coercion can be used as a last resort. Some changes require immediate implementation.

Fail Of Change
Why organization fail to change:
i) Insufficient readiness for change (Armenakis, Harris, & Mossholder, 1993) ii)Lack of systematic plan for organization change

iii)Fast solution expectation

iv)Focus of change activity instead of result v)Poor management in change process vi)Mismatch between change plan and organization context (Yang, Zhuo, & Yu, 2009)

Conclusion
The need of changing in organization is very important, but the leader must take a good action and consider all situation before lead the change.
Small mistake will make the organization fail, a good leader will plan a clear vision n strategies and communicate with others to share the vision.