Iqra University Gulshan Campus

Organization Behavior
Change Management
To exist is to change, to change is to mature, to mature is to
go on creating oneself endlessly.
By Henri Bergson
Organization Behavior Change Management

Project Participant

4115 Sarah Naseem

Instructor Mam Tehzeeb Sakina Amir
Submission date December 2, 2010

Copyright Notice
All rights reserved. This material is confidential and proprietary to Iqra University Gulshan
Campus, and no part of this material should be reproduced, published in any form by any
means, electronic or mechanical including photocopy or any information storage or retrieval
system nor should the material be disclosed to third parties without the express written
authorization of IUGC.
Organization Behavior Change Management

Executive Summary

Change and uncertainty is managed by having a plan for the future. With a plan,
uncertainty ceases to be a threat and becomes an opportunity. When it comes to
organizational management change tends to be resisted to a great degree. Though
human beings can accept change in their personal lives but refuse to cooperate in work.

http://www.docstoc.com/docs/9481352/Executive-Summary
Organization Behavior Change Management

Table of contents

1. Change................................................................... 2
2. Organizational change.............................................. 2
Types of change.......................................................................2

3. Forces for change..................................................... 2

4. Managing change in an organization........................... 2
Change Agent..........................................................................2

Types of change Agent..............................................................2

5. Resistance............................................................... 2
Overcoming to Resistance..........................................................2

6. Approaches for change management........................... 2

Lewin Three-Step Model............................................................2

Action Research.......................................................................2

Organizational Development......................................................2

7. Issues of change...................................................... 2
Technology in workplace............................................................2

Stimulating innovation..............................................................2

8. Learning Organizations............................................. 2
Types of learning organization....................................................2

Characteristics of learning organization........................................2

Fundamental issues with traditional organization...........................2

Organization Behavior Change Management

Managing learning organization..................................................2

Organization Behavior Change Management

1. Change
Change is doing things differently

2. Organizational change
Organizational change occurs when an organization restructures resources to
increase the ability to create value and improve effectiveness. A declining company
seeks ways to regain customers; a growing organization design new products.
Change is prevalent.

Types of change
Change can either be planned or unplanned: Planned change occurs when leaders in
the organization recognize the need for a major change and proactively organize a
plan to accomplish the change. While unplanned change is: Unplanned change
usually occurs because of a major, sudden surprise to the organization, which causes
its members to respond in a highly reactive and disorganized fashion.

3. Forces for change

The forces for change can either be internal or external: External change, the forces
compels from outside the organization. Internal change, the forces compels from
inside the organization.

Factors of forces for external change are as follow:

Nature of the workforce  Cultural diversity
 Increase in professionals
Technology  Faster & cheaper technology
 Newer communication devices
Economic shocks  Rise & fall of stocks
 Euros
Competition  Global competition
 Mergers, growth of e-commerce
Social trends  Chat rooms
 Urban living on rise
World politics  Hostilities, wars, terrorism
 China markets

Factor of forces for internal change is:

Inter-relationship Any organization cannot progress without the commitment
and dedication of its employees. Hence their perceptions,
about individual and organizational needs should be
considered important. Excessive interpersonal conflict is
often a clear sign that change is needed.
Organization Behavior Change Management

4. Managing change in an organization

In an organization, change agents are responsible for managing change activities.

Change Agent
Persons who act as catalysts and assume the responsibility for managing change
activities.

There are four subject matters which a change agent can change.
Structure
Technology
People
Physical Settings

Types of change Agent

 Manager or non-manager
 Internal or external (external change agent sometimes called as change
expert or consultant)

5. Resistance
"Resistance" is a word we use to describe what a person is doing if they don't see
things our way.
OR
Resistance to change is the action taken by individuals and groups when they
perceive that a change that is occurring as a threat to them.

Sources for resistance to change

Individual Resistance  Economic factor
 Fear of unknown
 Security
 Habit
 Selective information process
Organizational Resistance  Limited focus of change
 Group norms
 Threat to established power
relationship
 Threat to expertise
 Threat to established resources
 Structural inertia
Organization Behavior Change Management

Overcoming to Resistance
Six tactics have been suggested for use by change agents in dealing with resistance
to change. Which are as follow:
 Communication & education/training
 Participative change
 Facilitation & support
 Negotiation/bargain change
 Manipulation & cooptation
 Coercion / force

6. Approaches for change management

Lewin Three-Step Model

Action Research
A change process based on systematic collection of data and then selection of a
change action based on what the analyzed data indicate.
Organization Behavior Change Management

Organizational Development
A collection of planned interventions, built on humanistic-democratic values, which
seeks to improve organizational effectiveness and employee well-being.

r
e
w
o
P
D
O
T
f
n
o
C
r
a
P
u
ti
to
s
R
e
p
s &
r
&
p
i
c
t
c
i
l
a
u
q
E
ez
p
r
o
f ti
a
e
l
p
o
l
V
p
u
s
t
n
o
ti
a
n
o e
t
r
o
s
n
Organizational Development Techniques:
 Sensitivity training
 Survey feedback
 Process consultation
 Team building
 Intergroup development
 Appreciative inquiry
Organization Behavior Change Management

7. Issues of change
Continuous improvement process
Technology in  Focus is on constantly reducing the variability in the
workplace organizational processes to produce more uniform
products and services.
 Lowers costs and raises quality.
 Increase customer satisfaction.
Organizational impact
 Additional stress on employees to constantly excel.
 Requires constant change in organization.
Process Reengineering
 Rethinking and redesigning organizational processes
to produce more uniform products and services.
 Identifying the organization’s distinctive
competencies—what it does best.
 Assessing core processes that add value to the
organization’s distinctive competencies.
 Reorganizing horizontally by process using cross-
functional and self-managed teams.

Innovation
Stimulating  A new idea applied to initiating or improving a
innovation product, process, or service.
Source of innovation
 Structural variables
o Organic structures
o Long-tenured management
o Slack resources
o Interunit communication
 Organization’s culture
 Human resources
Idea Champions
 Individuals, who take an innovation and actively and
enthusiastically promote the idea, build support,
overcome resistance, and ensure that the idea is
implemented.
Organization Behavior Change Management

8. Learning Organizations
An organization that has developed the continuous capacity to adapt and change.

Types of learning organization

Single loop learning: Errors are corrected using past routines and present policies.
Double loop learning: Errors are corrected by modifying the organization’s
objectives, policies, and standard routines.

Characteristics of learning organization

 Holds a shared vision
 Discards old ways of thinking.
 Views organization as system of relationships.
 Communicates openly.
 Works together to achieve shared vision.

Fundamental issues with traditional organization

 Fragmentation based on specialization.
 Overemphasis on competition.
 Reactiveness that misdirects attention to problem-solving rather than
creation.

Managing learning organization

Managing
ManagingLearning
Learning