Organisational Change Dynamics

"Change" refers to any alterations which occurs in the overall work environment of an organisation. 'Change is the law of nature'. Nothing is permanent except change.

Characteristics of change Change often results from the pressure of forces, which are both outside and inside the organisation. The whole organisation tends to be affected by the change in any part of it; Change takes place in all parts of the organisation, but at varying rates of speed and degrees of significance.

Forces for Change

Forces a) Nature of Work Force b) Technology Examples More Cultural diversity Increase in professionals, with diverse skills More computer, automation TQM Programmes Re-engineering programmes

Forces c) Economic shocks

Examples Security market crash Interest rate fluctuations Foreign currency fluctuations Global competitions are increasing Mergers & acquisitions Growth of speciality retailers

d) Competitions

Forces e) Social Trends

Examples Increase in educational level Delayed marriages Increase in divorce rates Increase in life span

f) World Politics

Depletion of natural resources

Levels of Change
(a) Individual level Change: Changes in job Assignment, physical mobility to different location, etc. (b) Group level Change: Changes in work flows, job design, social organisation, influence and status systems, and communication patterns, etc. Organisational Level Changes: Eg. Reorganisation of organisational structure and responsibilities, revamping of employee remuneration systems etc.

Concept of Organisational Change

Change means making things different Robbins Planned change involves activies that are intentional and goal-oriented. Planned change helps to think of change in terms of magnitude Levi

Types of Changes
Changes in knowledge, information and techniques Change in the scope of management Change in Environment Change in the issue and problems before managers Changes in management practices

Direction of change
From Formal Definite Deterministic Structured Conservative To Informal Ambiguous Probabilistic Less Structured Opportunistic

Resistance to Change

Causes of resistance 1. Economic Factors: 2. Social Factors: 3. Psychological Factors:

Various Change options:

Structure Technology Physical settings People

Lewin's Change Model

1. Unfreezing 2. Moving of the new level 3. Freezing at the new level

Unfreezing Change in the behaviour of individuals

Changes in Organisation

Require

Calls for

Changing

Refreezing

The Change Process

Thank you