Levels and Targets of

Change


Change Management
Dr. Ahmed Basset

GUC

Spring 2010 , Group II

Presented by
Ahmed El Deeb
Mohamed Fouad Taha
Waleed Salah Wanis
Levels of Change
Levels of Change
 Individual
 Group/Team
 Department/Unit/Organization
 Inter-organizational, trans-organizational,
environmental.



Individual Level
examples on what to change
 Unwanted emotional reactions  -
 Empowering emotions
 Limited choices   - Flexibility
 Stress   - Relaxation
 Physical illness   - Health
 Imbalances   - Balance
 Mysteries   - Awareness's
 Negative attitudes   - Positive outlook
 Fragmentation   - Wholeness
 Passivity  -  Action
Guidelines for changing
employee behavior:
 Change what people do, not who they are. Focus on the
behavior when asking for change.
 Listen before talking, make sure you understand what
they’re doing and why.
 Get to the point. Explain exactly what behavior you object
to
 Expect the best. Don’t be satisfied with middling results.
 Model the behavior you want to see.
 Protect dignity and self-respect.
 Tell them how much you appreciate it. Otherwise, the
change may not last.
 Individual-Level Change Process

Inputs Design Components Outputs

Organization Goal Variety
Design
Task Individual
Group Identity Autonomy Effectiveness
Design
Task Feedback
Personal Significance about Results
Traits
 Group-Level Diagnostic Model

Inputs Design Components Outputs

Goal Clarity

Organization Task Team Team

Design Structure Functioning Effectiveness

Group Group
Composition Norms
What is Organizational
Change?
 An alteration of an organization’s
environment, structure, culture,
technology, or people
 A constant force
 An organizational reality
 An opportunity or a threat
Three Targets of Change

Organizational Culture
Basic Questions before Change

 What should we change?

 Shouldthe changes be strategic and
companywide or relatively limited?
 How should we change it?
 How should we actually implement the
change?
 What are the forces acting upon me?
 What are the pressures I should take
into consideration as I decide what to
change and how I should change it?

Targets of Organizational
Change
 Strategic changes
 Technological changes
 Structural changes
 Changing the attitudes and behaviors of
personnel

Process For Leading
Organizational Change
 Create a Sense of  Generate Short-Term Wins
Urgency 
  Consolidate Gains and
 Decide What to Change Produce More Change
  Anchor the New Ways of
 Create a Guiding Doing Things in the
Coalition and Mobilize Company Culture
Commitment

 Monitor Progress and Adjust
the Vision as Required
 Develop and
Communicate a
Shared Vision


 Empower Employees to
Make the Change
Model for Planned
Organizational Change
 Organization-Level
Change Process
Inputs Design Components Outputs
Technology
General

Organization
Effectiveness
Environment Strategy Structure

Culture
Industry
Structure
HR Measurement
Systems Systems
Thank You