Unit- V: Organizational Change and Development:
Organisational Change: Approaches, Planning and Implementing Change, Resistance to
Change and its management. Organizational Development: Meaning, Characteristics,
Objectives, Models, Interventions. Work Life Management.
Meaning of Organizational Change
Organizational Change looks both at the process in which a company or any organization
changes its operational methods, technologies, organizational structure, whole structure, or
strategies, as well as what effects these changes have on it. Organizational change usually
happens in response to – or as a result of – external or internal pressures.
Organisational change occurs when an organisation transfers it's structure ,strategy ,
methods, culture and other elements to reorganise and restructure the organisation.
● Organisational change is the moment of an organisation from one state of appears to
another.
● A change in the environment often requires change within the organisation operating
within that environment.
Objectives of organisational change
● Establish a culture of innovation
● Establish principles for change
● Develop innovative strategies
● Established best practises for innovation
● Train employees to prepare them for changes
● Learn from change
Advantages of organisational change
● Superior productivity
● Improve quality
● To reduced the cost
● Enhanced efficiency
● Operational excellence
● Greater revenue
● First time right
Disadvantages of organisational change
● ignorance of organisational objectives
● Difficulty in coordination
● Hurdle in complete development
● Conflict of interest
, Processes of organisational change.
● Identifying the problem
● Recognising the causes of problem
● Implementing the change
● Motivating for change
● Managing the transition
● Supporting the change
● Evaluating the change
●
Planning and implementation of organisational change
● Prepare for change
● Explain the change
● Acknowledge the loss
● Create the climate
● Build a plan
● Launch and sustain
● Follow up
● Employees involvement
● Communicating for change
Approaches
What are change management models?
When the need for change becomes obvious, your organization must determine the best
steps to take to put that change into effect. If you play it by ear and hope for the best, you’re
taking a big risk. Many change projects fail. But if you look to examples of successful change
management to base your own strategy on, your odds of success increase.
1. Lewin’s change management model/ Lewin,s three step model
This model is named after its originator, Kurt Lewin, who developed it in the 1950s. It’s
divides the change process into three steps:
● Unfreeze This is the preparation stage. Analyze how things work now, so you
accurately understand what needs to change to get the intended results. In this
stage, you also make your case to employees and communicate what to expect so
everyone impacted is prepared.
● Change This is the implementation phase. Put the change into practice, and keep
communicating and providing support for all employees involved.
Organisational Change: Approaches, Planning and Implementing Change, Resistance to
Change and its management. Organizational Development: Meaning, Characteristics,
Objectives, Models, Interventions. Work Life Management.
Meaning of Organizational Change
Organizational Change looks both at the process in which a company or any organization
changes its operational methods, technologies, organizational structure, whole structure, or
strategies, as well as what effects these changes have on it. Organizational change usually
happens in response to – or as a result of – external or internal pressures.
Organisational change occurs when an organisation transfers it's structure ,strategy ,
methods, culture and other elements to reorganise and restructure the organisation.
● Organisational change is the moment of an organisation from one state of appears to
another.
● A change in the environment often requires change within the organisation operating
within that environment.
Objectives of organisational change
● Establish a culture of innovation
● Establish principles for change
● Develop innovative strategies
● Established best practises for innovation
● Train employees to prepare them for changes
● Learn from change
Advantages of organisational change
● Superior productivity
● Improve quality
● To reduced the cost
● Enhanced efficiency
● Operational excellence
● Greater revenue
● First time right
Disadvantages of organisational change
● ignorance of organisational objectives
● Difficulty in coordination
● Hurdle in complete development
● Conflict of interest
, Processes of organisational change.
● Identifying the problem
● Recognising the causes of problem
● Implementing the change
● Motivating for change
● Managing the transition
● Supporting the change
● Evaluating the change
●
Planning and implementation of organisational change
● Prepare for change
● Explain the change
● Acknowledge the loss
● Create the climate
● Build a plan
● Launch and sustain
● Follow up
● Employees involvement
● Communicating for change
Approaches
What are change management models?
When the need for change becomes obvious, your organization must determine the best
steps to take to put that change into effect. If you play it by ear and hope for the best, you’re
taking a big risk. Many change projects fail. But if you look to examples of successful change
management to base your own strategy on, your odds of success increase.
1. Lewin’s change management model/ Lewin,s three step model
This model is named after its originator, Kurt Lewin, who developed it in the 1950s. It’s
divides the change process into three steps:
● Unfreeze This is the preparation stage. Analyze how things work now, so you
accurately understand what needs to change to get the intended results. In this
stage, you also make your case to employees and communicate what to expect so
everyone impacted is prepared.
● Change This is the implementation phase. Put the change into practice, and keep
communicating and providing support for all employees involved.
