ORGANIZATIONAL CHANGE AND STRESS MANAGEMENT-

 Train: provide training to build necessary employee UNIT 3: ORGANIZATIONAL CHANGE AND
skills and competencies STRESS MANAGEMENT
 Evaluate and determine if the current culture is Finally, we will look at how organizations can change and
consistent with what is required to realize develop to meet the demands placed on them from both
organizational goals.’ within and without. In particular, we will study some of the
Implications for Managers various techniques used to help organizations change to
● Create the culture you want when the organization is become more effective and to become better places to work.
small and new
● If established culture needs to be changed, expect it to ORGANIZATIONAL CHANGE
take years There are many forces that stimulate change including the
nature of the workforce, technology, economic shocks,
competition, social trends, and world politics. All these
things can create change in the workplace.
I. Forces that Stimulate Change
There are many forces that stimulate change including the
nature of the workforce, technology, economic shocks,
competition, social trends and world politics. All these
things can create change in a workplace.




II. Resistance to Change
A. Sources of Resistance to Change
Whenever change is present there is resistance to change.
Individuals and groups become comfortable with things that
are familiar and change threatens the status quo. There are
different ways that change is resisted by employees. It can
take the form of individual resistance or organizational
resistance.
Individual
❏ Habit
❏ Security
❏ Economic Factors
❏ Fear of the Unknown
❏ Selective Information Processing
B. Overcoming Resistance to Change
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Organizational
❏ Structural Inertia
❏ Limited Focus of Change
❏ Group Inertia