Scribd Logo
Upload

Welcome to Scribd!

  • 183 views

    Types of Change - Session 5 Related To Change Management

    Uploaded by

    Shehnaz Khan
    Useful to HR specialised students, focusing upon comprehension of types of change and strategies to cope with this change.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd

    Types of Change - Session 5 Related To Change Management

    Uploaded by

    Shehnaz Khan
    183 views13 pages
    Useful to HR specialised students, focusing upon comprehension of types of change and strategies to cope with this change.

    Original Title

    Types of Change -Session 5 Related to change management

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPT, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Useful to HR specialised students, focusing upon comprehension of types of change and strategies to cope with this change.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    183 views13 pages

    Types of Change - Session 5 Related To Change Management

    Uploaded by

    Shehnaz Khan
    Useful to HR specialised students, focusing upon comprehension of types of change and strategies to cope with this change.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 13

    TYPES OF CHANGE

    How to bring about the necessary change?

    TYPES OF CHANGE

    Strategic change Cultural change Structural change Tasks change Technological change Changes in people attitude and skills

    STRATEGIC CHANGE

    Strategic change means changing the organizational vision, mission, objectives and of course the strategy to achieve those objectives.
    Strategic change may then require other changes, for instance, in the firms production technology, structure and culture.

    CULTURAL CHANGE:

    Organizational culture is the collective behavior of humans that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and habits.

    A change in a company's shared values and aims is called cultural change HR plays an important role in changing culture.
    It refers to a change in employees values, norms, beliefs and behaviour. Cultural change pertains to he whole organization.

    STRUCTURAL CHANGE
    Any change in how the organization is

    managed falls in this category. As organization structure is defined as how task are formally divided, grouped and coordinated. Ex departmental responsibilities can be combined, vertical layers removed and span of control widened to make the organization flatter and less bureaucratic, increase in decentralization may increase the decision making process, org can shift from simple structure to team base structure, jobs can be redesigned.

    TECHNOLOGICAL CHANGE
    Technology change is basically related to

    organizational production process.


    TC are designed to make the production of

    a product or service more efficient.


    Adoption of Robotic to improve efficiency.

    CHANGES IN PEOPLE, ATTITUDE AND SKILLS

    Sometimes employees themselves must change. For example training and development techniques such as lectures, conferences and on -the- job training are often used to provide new or present employees with the skills they need to perform their job adequately

    TYPES OF CHANGE

    Continuous or incremental change. Discontinuous or radical change. Participative and directive change.

    CONTINUOUS AND DISCONTINUOUS CHANGES


    One is Slow and Incremental Change. Other is Rapid and Radical and Discontinuous Any change process has element of continuity and discontinuity.

    TUSHMAN, NEWMAN AND ROMANELLI MODEL

    Organisation is in equilibrium when there is a perfect alignment between structure, strategy and external environment. Such org. experiences 2 kind of change:

    Incremental called as Convergence.


    Minor changes : strategy, structure, people and processes. Involvement of middle management and top management is not involved. Occur in response to or in anticipation of critical environmental changes: Industry discontinuities. Product life cycle shifts. Internal company dynamics.

    Discontinuous called as framebreaking/Upheavel

    Frame-breaking change involves:

    New definition of company mission and core values

    An alteration in the distribution of power.


    Modification in structure, policies. New executives brought inside at key managerial position. Cannot be implemented slowly. Generates resistance. Risky, longer the period of implementation greater the period of instability and uncertainty . Top management must be involved.

    STRATEGIC CHANGE
    Reactive Change: change made in direct response to the external environment. Recreation Anticipatory Change made in expectation of a future event. Re-orientation

    Leadership is central to effective strategic change

    PARTICIPATIVE AND DIRECTIVE CHANGES

    Approach to implement change. Participative: people should be involved and given an opportunity to participate in the planning and implementation of change. Reduces resistance Yields better plan for change Directive: discontinuous change needs to be implemented swiftly. directive approach is more effective as it is less time consuming and gives less time for resistance. Downsizing, de-layering and restructuring are common

    You might also like