Organisational Change

Meaning of Change

Process by which organisations move from their present state to some desired future state to increase their effectiveness

Forces and Resistances to ChangeForces for change Resistence to changeCompetitive forces Organisational level

Structure Culture Strategy

Economic forces, political forces, global forces

Functional level

Differences in subunit orientationDemographic forces, social forces Power and Conflict

Group LevelEthical forces Norms

Cohesiveness Group thinkIndividual Level Cognitive BiasesUncertainty and InsecurityHabitSelective perception and retention

Types and Forms of Change

Human Resources

Functional resources

Technological capabilities

Organisational capabilities

Evolutionary Change (E-Change)

Evolutionary change is Gradual, incremental, and

specifically or narrowly focused

Not a drastic or sudden altering of basic nature of the

organizations strategy and structure but a constant

attempt to improve, adapt and adjust strategy and

structure to accommodate to the changes taking place in

the environment

Instruments of E-Change

Sociatechnical systems theory

Total quality management

Creation of Empowered Flexible workers and Flexible work

teams

When will be Call for next Change

Revolutionary change (R-Change)

Rapid,sudden,drastic,broadly focused or Organisations

wide

A bold attempt to quickly find new ways to be effective

Result in radical shift in ways of doing things,new goals and

a new structure

Repercussions at all levels*

Corporate,divisional,functional,group and individual.

Instruments of R-changeReengineeringRestructuring and Innovation

Change Process

1. Unfreeze the organisation from its present state

2. Make the desired type of change

3. Refreeze the organisation in a new, desired state

4. Diagnosing the organization

5. Determining the desired future state

6. Implementing action

7.Evaluating the action

8.Institutionalizing action research