Managing change

Managing change

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  Topic: Managing change Presentingby: Pramod krishna
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  Change Management (CM)or managing change (MC) refers to any approach to transitioning individuals, teams, and organizations using methods intended to re-direct the use of resources, business process, budget allocations, or other modes of operation that significantly reshape a company or organization. Organizational Change Management (OCM) considers the full organization and what needs to change transition.
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  Organizational Change Managementprinciples and practices include CM as a tool for change focused solely on the individual. CM focuses on how people and teams are affected by an organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions. In a project management context, CM may refer to the change control process wherein changes to the scope of a project are formally introduced and approved.
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  Reasons for change Globalizationand constant innovation of technology result in a constantly evolving business environment. Phenomena such as social media and mobile adaptability have revolutionized business and the effect of this is an ever increasing need for change, and therefore change management. The growth in technology also has a secondary effect of increasing the availability and therefore accountability of knowledge.
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  Forces for change Changemeans making things different.There are varoius forces of change 1. Nature of workforce  Advances in technology, a more demanding workforce and shifts in priorities are combining to change the shape of traditional business and create a revolution in the workplace  Demographic changes , immigration and outsourcing also have transformed the nature of the workforce.
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  2 Technology  Technologyis changing jobs and organizations adapts to one technological change , other technological change and opportunities come to the forefront 3 Economic Shocks  Economic shocks have continued to impose changes on organizations.  . Economic shocks are unpredictable and typically impact supply or demand throughout the markets.
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  4.Competition  Competition ischanging, the global economy means that competitors are as likely to come from across the ocean as from across town.  Hightened competion means the successful organization will be the ones that can change in response to the competition.They will be fast on their feet,capable of developing new products rapidly and getting them to market quickly.They will rely on short production runs, short product cycles and on ongoing stream of new products.
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  5.Social Trends  Socialtrends are constantly changing, and many companies use their ability to anticipate the social change as part of their business marketing campaign.  Eg: Facebook and Twitter introduced a new social trend by introducing a new way to connect with people from far and near.
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  Planned change  Accordingto James Daud defines that “Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.  Planned change means change activities that are intentional and goal oriented.  There are two goals of planned change: first it seeks to improve the ability of the organization to adapt to changes in its environment, second it seeks to change employee behaviour.
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   Efforts tostimulate innovation, empower employees and introducework teams are example of planned change activities directed at responding to change in the environment.  Because on organizations success or failure is essentially due to things that its employee do or fail to do, planned change also is concerned with changing the behaviour of individuals and groups within the organization.
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  Resistance to change One of the most well documented findings from studies of individual and organization and their members resist change.  Resistance can be overt , implicit , immediate or deferred Sources of resistance to change 1. Individual source; Habit,security, economic factors 2. Organizationa source: structural inertia , limited focus of change , group inertia, threat to expertise.
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  Overcoming Resistance tochange 1. Education and Communication: Resistance can be reduced through communicating with employees to help them see the logic of a change.Communication reduce resistance on two levels.First it fights the effects of misinformation and poor communication , second, communication can be helpful “selling” need for change. 2. Participation: Its dificult for individuals to resist a change decision in which they participated . 3. Building support and commitment: change agents can offer a range of supportive efforts to reduce resistence.Research on middle managers has shown that when managers or employees have low emotional commitment to change , they favour the status quo and resist it.
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  4. Implementing changesfairly: Try as managers might to have employees see change positively, most workers tend to react negitively 5. Manipulation and cooptation : manipulation refers to covert influence attempts. 6 Selecting people who accept change: Reasearch suggests that the ability to easily accept and adapt to change is related to personality some people simply have more positive attitude about change than others.
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  Five Activities contributingto effective change management 1. Motivating change 2. Creating vision of change 3. Developing political support 4. Managing transition of change 5. Sustaining momentum
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