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Muhammad Hashim
Department of Economics,
University of Peshawar
Peshawar Pakistan
[email protected]
Department of Business
Preston University
Islamabad Pakistan
[email protected]
old employees but what ever may be the reasons but it is fact
that change always bring resistance, now it is up to mangers
that how they reduce the intensity of the resistance and
implement the whole change strategic business model in the
organization. [3].
B. Change Forces
The following are the main forces which bring change in the
organization. These are as under but it may depend on the
organization environment and the context of the organization.
Change in new government policies and legislation, Change
and development in new materials, Social and culture value
change, Change in national and global economic condition
and trade policies and regulation, Technology development,
Change in customer taste and requirements, Development and
innovation in manufacturing process, New products and
services design innovation, New ideas about the products that
how to deliver customers value and satisfaction, Office and
factory relocation closer to customers, suppliers, and market,
nature of the workforce, technology , economic shocks,
completion, social trends, and world politics[4].
C. Resistance to Change
Change creates resistance to change in every organization; it is
the react response from the side of the old employees. When
change strategies have implemented in the organization the
employees quickly respond by voicing complaints, engaging
in work slowdown, threatening to go on strike, etc. but care
should be taken by the change management expert to
overcome the resistance +
Major force for resistance to change: resistance to change
forces categorize into two main heading, 1) individual sources
and 2) organizational sources
1). Individual Source Resistance To Change Includes The
Following.
Habit, security, selective information processing, economic
factors, fear of the unknown.
2). Organizational Sources for Resistance to Change Include
the Following.
Limited focus on change, organization structural inertia, threat
to expertise, threat to established power relationship, group
inertia, threat to established resource allocation.
3). Overcoming to Resistance to Change.
Overcoming to resistance to change means to use the tactics to
reduce the intensity of the resistance to change, the change
agents have the ability to use these tactics. are as under.
a) Implementing change fairly.
b) Selection people who accept change
c) Education and communication
d) Participation
e) Building support and commitment
f) Manipulation and cooptation
D. Organizational Change Managing Approaches
When change management taken place in the organization,
now the question is how best one can manage change. There
are four approaches to change management. Lewins classic
three step model of change process, kotters eight step plan,
action research, and organizational development.
According to the lewins model the organization must follow
three steps for successful change management, which are.
Unfreezing: the status quo, changing to overcome the pressure
of both individual resistance and group conformity.
Movement; desire end state, a change process that transforms
the organization from the status quo to a desired end state.
And refreezing the new change to make it permanent,
stabilizing a change intervention by balancing driving and
restraining forces. [4]
Lewins three steps change model.
Unfreezing
Movement
Refreezing
2) Action Research
Action research is also a change management approach in
which systematically data collected and than change is taken
according that data indication.
3) Organizational Development
Organizational development plays an important role in the
change management no change be best implemented with out
organizational development, it can be define as a collection of
planned change interventions, built on humanistic democratic
values, that seek to improve the organizational effectiveness
and employees work performance and well being.[4]
4) Organizational Development Techniques
The change agent considers the following technique to bring
organizational development. Sensitivity training, team
building, process consultation, survey feed back, appreciative
inquiry and inter group development. These are the important
technique which should adopt by change specialist to bring
effective development in the organization, because
organizational development is vital for organizational change.
[5]
5) Change Management at General Motor
(Gm)
General motor established in 1908. that
time the company was the sole carmaker
dealer in the region, e.g. Michigan, first it
was a holding Buick company, till 1920 it
was becoming the world largest motor manufacturing
company, the company got a tremendous success in time of
Alfred salon, due to his leadership the company was
producing new style and design car every year, and he had
given such concept to the company. The other brand of the
company is Chevrolet, Pontiac, Buick, and Cadillac. These
were the different brand cars which were producing by
company that time, and this way there were no other
competitors to compete in the company different cars. But
with emerging of the japans automakers the company felt
threatened, specially the emerging of Toyota Japan, who with
great extent disturbed the profitability of the GM, especially in
the North American market. In 2001 the sale graph of the GM
was in declined trend, because the Toyota had captured the
market, this way the GM received loan form American
government and Canadian government to support the
company in that crises period. During 2009 the company had
faced a bankruptcy and had closed several brand and sold out
to china based company. Now the company again got his
position in market by restructuring and making change in the
company. Now the company is again operating business in the
core brands in America such as Chevrolet, GMC, Buick, and
Cadillac. [6]
II.
2) Cultural Change
III.
RECOMMENDATIONS
and
Fuel
Efficient
CONCLUSION
REFERENCES
[1] David decenzo 2005. Human resource management, 8th edition, Wiley
[2]David Buchanan and Andrzej Hcuzynski (2005), organizational behavior,
3rd edition, prentice Hall.