ORGANIZATIONAL

BEHAVIOUR
Managing change and transition
Change implementation
Change agents
Dealing with resistors

By-
Ajeet Chaudhary
Alina Kazim
What is Change Management?

 Change management is a multi-disciplinary

process of:

 Developing a planned approach to change in an

organization
 Minimizing resistance
 Maximizing collaborative efforts
 Touching all aspects of the organization

12/08/2021 2
Change vs. Transition

 Change is a shift in the external

situation.

 Transition is the psychological

re-orientation in response to change.
Phases of Transition- A
Beginning
 The New Chapter
 Being “With It”
 Renewal
Phases of Transition A Neutral
Zone
 In-Between Time
 Chaos
 The Wilderness
hases of Transition An Ending
 A loss
 Letting go of the old way and the old self
 Getting closure
 Saying good-bye
Goals of Change Management
 Ensure the business keeps running while changes are
in process.
 Build and maintain momentum to set the changes in
motion.
 Deal with the human side of change so that resistance
is minimized, and
 Manage the transition to the new way of doing
business.
CHANGE
IMPLEMENTATION
IMPLEMENTING THE CHANGE
 Check on and record progress
 Make sure that change is permanent
 Evaluate the change
 Improve on any weak areas
 Overcome resistance
 Involve  all personnel affected
 Keep everyone informed
 Devise an appropriate reward system
 Be willing to compromise on detail
 Ensure that strategies are adaptable
 Select people to champion change
 Provide support and training.
 Monitor and review
Techniques To Help Implement
Change
 Teams building across units
 Internal communication
 Negotiation
 Action planning
 Change agents or champions of change
 And a certain amount of compulsion manipulation and
coercion
CHANGE AGENTS
HELPS ORGANISATION TO:

 Define the problem.

 Examine and diagnose the problem.
 Come up with alternative solutions.
 Direct implementation of solutions.
 Crystallize the learning.
DEALING WITH
RESISTORS
Helping People To Accept Change

 Consider how they will be affected

 Involve them in the change
 Consult and inform frequently
 Be firm but flexible
 Make controversial change as gradually as possible
 Monitor the change
 Develop a change philosophy
Six Ways Of Overcoming Resistance To Change
 Education and communication - if people understand
the needs for change and what is involved they are more
likely to co-operate.
 Participation and involvement - to encourage people
to feel ownership of the change.
 Facilitation and support - listening to the real concerns
of people affected.
 Negotiation and agreement - agreement and
compromise if necessary.
 Manipulation - e.g. “buying off” leaders of resistance.
 Explicit and implicit coercion - threats where
necessary but this is a high risk strategy.