ORGANIZATIONAL

CHANGE
MEANING


Organizational change involves disequilibrium in the
situation and environment in which the people and the
group exist.


Organizational changes are the changes of attitude,
natures and interest of employees technological and
environment changes
NATURE OF ORGANIZATIONAL
CHANGE

CHANGE DISTURBS THE OLD

EQUILIBRIUM
 When change occurs in any part of the organization
 The old equilibrium necessitating the development of
a new equilibrium
 The degree of change and its impact on the
organization
CHANGE AFFECTS THE WHOLE
ORGANIZATION

Any change may affect the whole

organization
The organization may be affected more,
other less; some parts are affected
directly, others indirectly
CHANGE IS A CONTINUOUS PROCESS

Organizational change is a continous

process

Which are of minor type may be

absorbed by the existing equilibrium
 CHANGE MAY BE REACTIVE OR
PROACTIVE

 The pressure of external forces, its called reactive change

 Proactive change is initiated by the management

 It is own to increase organizational effectiveness

CHANGE IS PERCEPTUAL AND
BEHAVIORAL

It is a way of thinking and a set

of behaviors to enact that
thinking
 CHANGE AFFECTS INDIVIDUALS IN THE
MULTIPLE ROLES
The multiple roles they assume in their lives-as individuals with
personal
When adapting to unwanted change, such as organizational layoffs
STABILITY
IMMOBILIZATION
DENIAL
ANGER
BARGAINING
DEPRESSION
TESTING
ACCEPTANCE
CHANGES IS NATURAL, AS IS DEATH
It is the rule, not the exception

Which does not charecterize may

contemporary organization, seems
easier to adjust the rapid change
CHANGE MAY BE PLANNED OR
UNPLANNED

Planned is deliberately shaped by those with

in an organization
Unplanned change is prompted by forces
outside an organization
Is reactive rather than proactive
CHANGE MAY BE INCREMENTAL OR TRANSFORMATIONAL

Incremental change constitutes minor

improvements or adjustment in an
organization
Transformational change alters the
technical, political and cultural systems
within organization
Influences information, technology and
CHANGE MAY ORIGINATE IN
RESPONSE TO INTERNAL NEEDS

Internal needs of an organization,

influences are both.
Competition from other organization,
expectations of external constituencies and
a host of socio-political.
INITIATION OF CHANGE EFFORTS

Change efforts may be initiation by decision

makers unilaterally
Through delegation or via collaborative
activities with cross-functional, multi-
hierarchical groups and teams
GOALS OF ORGANIZATIONAL CHANGE
 Organization are managed and some changes are made
in the organization to manage
 Organization changes managed to achieve certain goals
 The changes are survival and growth of the organization
 Higher performances, increased cooperation, clear
communication and effective motivation for satisfying
the employees
 The changes are managed and designed for
organizational development
Development through developing the techniques,
models and procedures of achieving the objectives of
an organization
Organizational changes is to mould and modify the
behavioral pattern
The changes in goal setting, job design, and wage
structure and motivation technique influence
The behavioral pattern of the employee
Change management requires proper planning,
programming, procedure devising and integration
They attitudes, process. Behavior, job design,
organizational design and communication system..
THANK YOU

BY
SATHISHKUMAR.A