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Organization Change

This document discusses organization change and the types and processes of change. It notes that change is a natural and continuous process driven by forces like globalization and technology. There are two types of organizational change - incremental/first order change which involves gradual, deliberate improvements without major operational changes, and radical/second order change which occurs infrequently and involves major shifts in structures and policies. The process of change involves three steps - unfreezing the current situation by identifying needs for change, changing by altering people, tasks, structures and technology, and refreezing the new situation by reinforcing outcomes and evaluating results. Forces for and resistance to change are also discussed.

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Yogendra Poswal
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108 views18 pages

Organization Change

This document discusses organization change and the types and processes of change. It notes that change is a natural and continuous process driven by forces like globalization and technology. There are two types of organizational change - incremental/first order change which involves gradual, deliberate improvements without major operational changes, and radical/second order change which occurs infrequently and involves major shifts in structures and policies. The process of change involves three steps - unfreezing the current situation by identifying needs for change, changing by altering people, tasks, structures and technology, and refreezing the new situation by reinforcing outcomes and evaluating results. Forces for and resistance to change are also discussed.

Uploaded by

Yogendra Poswal
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Organization Change

Change is a natural process


It has happened in the past It is happening now and It will happen future also

Centuries ago advanced in machine technology moved labor from agriculture sector to manufacturing sector. Change and its resistance process is a natural and continuous process. The forces of globalization technology continually forcing organization around the world to introduce some form of organization change.

Types of organization change

Incremental or frame banding or first order change. Radical or frame breaking or second order change.

Incremental or frame banding or first order change.


FORCES OF CHANGE

organization
ORGANIZATION AFTER CHANGE

Incremental change

It is generally deliberate in nature. It involves no major change in operation style of organization. the organization capability continually improve through incremental change. It is an important asset in todays demanding scenario.

Examples of incremental change

Introduction of new product of organization. Introduction of new technology by organization. Introduction of new process or style by organization.

Radical or frame breaking or second order change.


FORCES OF CHANGE

Organization

NEW ORGANIZATION AFTER CHANGE

Radical change

It is complex and radical It occurs infrequently or radically in the life cycle of organization. It involves major shifts in several aspects like structure and policy.

Examples

Appointment of new chief executive officer. A new ownership brought about by mergers and takeovers. Dramatic failure of existing organization policies.

Organization change process


Lewin gives three steps of changing
unfreezing changing

refreezing

Unfreezing

Identifyinf the need for change. Identifying decline in performances. Many changes are never tried or fail simply because situation are not properly unfrozen to begin with.

Changing

It involves changing the people changing the task changing the structure changing the technology Successful introduction of change requires sustained energy and clear goals. It depends on degree on readiness to change readiness of people (knowledge, attitude, behavior) readiness of system (leadership, culture)

Unfreezing

Reinforcing outcomes Providing extra support when difficulties are encountered Evaluating results Making constructive modification

Forces for change


World politics
workforce technology

Forces for change

Social trends

competition

Economic shoks

Group inertia
Threats to existing relationship

Structural inertia

Resistance to change at organizational level


Threats to Existing allocation Limited Focus of change

Threats To expertise

Communication

Coercion

Education and training

Minimizing resistance to change


Employee involvement Negotiation

Stress management

Thanks

Rekha Poswal M.B.A. IV sem

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