Change Management

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Change Management:

Change Management State Institute of Health and Family Welfare Jaipur

Change:

Change Inevitable and unavoidable Constantly happening –aware or unaware of it Change can begin anywhere SIHFW: an ISO 9001: 2008 Certified Institution 2

Attributes:

Attributes Change may be sudden or over time Time SIHFW: an ISO 9001: 2008 Certified Institution 3

Attributes:

Attributes Change may be natural or induced SIHFW: an ISO 9001: 2008 Certified Institution 4

Attributes:

Attributes Change may be wanted or unwanted SIHFW: an ISO 9001: 2008 Certified Institution 5

Attributes:

Attributes Change may be good or bad SIHFW: an ISO 9001: 2008 Certified Institution 6

Levels of Change:

Levels of Change SIHFW: an ISO 9001: 2008 Certified Institution 7

Change… an interaction between:

Change… an interaction between SIHFW: an ISO 9001: 2008 Certified Institution 8

Organizational Change?:

Organizational Change? Any alterations in the people, structure, or technology of an organization is constant yet varies in degree and direction produces uncertainty yet is not completely unpredictable creates both threats and opportunities Managing change - an integral part of every Manager’s job SIHFW: an ISO 9001: 2008 Certified Institution 9

Assumptions:

Assumptions Everyone is responsible for making change successful. There is never enough information. The critical skill is “learning how to learn.” There is no quick fix. SIHFW: an ISO 9001: 2008 Certified Institution 10

Assumptions:

Assumptions Both toxic and tonic. Stress-less only for the mindless. Challenges people in power. Makes the natives restless. SIHFW: an ISO 9001: 2008 Certified Institution 11

Change Management:

Change Management A systematic approach to dealing with change. Change agent- person(s) who act as catalyst & assumes the responsibility for managing change process Change intervention- planned action to make things different Change targets- individual or groups subject to change SIHFW: an ISO 9001: 2008 Certified Institution 12

Change process:

Change process Pre contemplation contemplation Preparation Action Maintenance Progress Relapse SIHFW: an ISO 9001: 2008 Certified Institution 13

Phases of Change:

Phases of Change SIHFW: an ISO 9001: 2008 Certified Institution 14

Phases of change – contd.:

Phases of change – contd. SIHFW: an ISO 9001: 2008 Certified Institution 15

Categories of organizational change:

Categories of organizational change SIHFW: an ISO 9001: 2008 Certified Institution 16

Forces for Change:

Forces for Change External forces Environment SIHFW: an ISO 9001: 2008 Certified Institution 17

Forces for Change:

Forces for Change External forces Environment Governmental laws and regulations SIHFW: an ISO 9001: 2008 Certified Institution 18

Forces for Change:

Forces for Change External forces Environment Governmental laws and regulations Technology SIHFW: an ISO 9001: 2008 Certified Institution 19

Forces for Change:

Forces for Change External forces Environment Governmental laws and regulations Technology Economic changes SIHFW: an ISO 9001: 2008 Certified Institution 20

Forces for Change:

Forces for Change Internal Forces Changes in organizational strategy SIHFW: an ISO 9001: 2008 Certified Institution 21

Forces for Change:

Forces for Change Internal Forces Changes in organizational strategy Workforce changes SIHFW: an ISO 9001: 2008 Certified Institution 22

Forces for Change:

Forces for Change Internal Forces Changes in organizational strategy Workforce changes New equipment SIHFW: an ISO 9001: 2008 Certified Institution 23

Forces for Change:

Forces for Change Internal Forces Changes in organizational strategy Workforce changes New equipment Attitude/ expectations of Employees SIHFW: an ISO 9001: 2008 Certified Institution 24

Result :

Result We will change No other alternative Behavior – proactive or reactive SIHFW: an ISO 9001: 2008 Certified Institution 25

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SIHFW: an ISO 9001: 2008 Certified Institution 26

Resistance to change:

Resistance to change Rational resistance - lack of proper knowledge or information to evaluate change Due to - Time required to adjust Extra effort to relearn Possibility of less desirable conditions Economic costs of change Providing information reduces resistan ce SIHFW: an ISO 9001: 2008 Certified Institution 27

Resistance to change:

Resistance to change Emotional resistance - perception of how change will affect Involves fear, anxiety, suspicion etc. fear of unknown desire for status quo dislike towards change agent lack of trust in others opposing values friendly ties SIHFW: an ISO 9001: 2008 Certified Institution 28

Symptoms of resistance:

Symptoms of resistance Hostility or aggression Complaints Errors Anger Apathy/ disinterest Withdrawal Absenteeism and tardiness Feeling uncomfortable Strikes SIHFW: an ISO 9001: 2008 Certified Institution 29

Benefits of resistance:

Benefits of resistance Encourage to re-examine change proposal Helps identify specific problem areas where difficulties may arise Corrective actions can be taken Information about intensity of employee emotions on issues Release of feelings, able to talk SIHFW: an ISO 9001: 2008 Certified Institution 30

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SIHFW: an ISO 9001: 2008 Certified Institution 31

Implementing change:

Implementing change Successful change involves Recognizing need Learning new behaviour Feeling comfortable with new situation SIHFW: an ISO 9001: 2008 Certified Institution 32

Change model:

Change model SIHFW: an ISO 9001: 2008 Certified Institution 33

Unfreezing:

Unfreezing Create initial motivation to change by convincing people that current stage is undesirable SIHFW: an ISO 9001: 2008 Certified Institution 34

Changing:

Changing Identify new behaviors and norms Communicate Adopt new behaviour, attitude and culture SIHFW: an ISO 9001: 2008 Certified Institution 35

Refreezing:

Refreezing Reinforce new behaviors through reward systems communications structures SIHFW: an ISO 9001: 2008 Certified Institution 36

Pre-Planning For Change:

Pre-Planning For Change Consider People Needs Psychological connection of need for competence Importance of maintaining equilibrium Anticipation creates anxiety and resistance SIHFW: an ISO 9001: 2008 Certified Institution 37

Pre-Planning contd.:

Pre-Planning contd . Analyze Gains and Loses Actual vs. perceived Create dialogue with people involved SIHFW: an ISO 9001: 2008 Certified Institution 38

Pre-Planning contd.:

Pre-Planning contd . Maximize Stability Introduce change gradually Separate impact areas (work skills, power, and social relationships) Keep teams and job titles intact Clarify goals, policy, strategies, direction Maximize supervision, dialogue, interaction Offer support and assistance Alternate change with stability Develop trust and confidence SIHFW: an ISO 9001: 2008 Certified Institution 39

Pre-Planning contd.:

Pre-Planning contd . Maximize opportunities for acquiring competency in advance of change Maintain skill currency through training Provide development opportunities Provide long forewarning of change Involve personnel and solicit ideas Clarify the nature of the change Provide time for skill development SIHFW: an ISO 9001: 2008 Certified Institution 40

Pre-Planning contd.:

Pre-Planning contd . Supply time and energy “equivalents” relieve persons from some duties Modify deadlines on trivial tasks Assign assistants Provide personal support Provide specialist, consultation support Allow for time off Do not release people immediately after change SIHFW: an ISO 9001: 2008 Certified Institution 41

Change management:

Change management Methods of introducing change and dealing with resistance No universal approach Situation determines approach SIHFW: an ISO 9001: 2008 Certified Institution 42

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SIHFW: an ISO 9001: 2008 Certified Institution 43

Methods:

Methods Education and Communication Participation and Involvement Facilitation and Support Negotiation and Agreement Manipulation and Co-optation Explicit and implicit Coercion SIHFW: an ISO 9001: 2008 Certified Institution 44

Education and Communication:

Education and Communication When lack or inaccurate information is available for analysis Once persuaded people will help with implementation of change Time consuming SIHFW: an ISO 9001: 2008 Certified Institution 45

Participation and Involvement:

Participation and Involvement When initiators do not have all information considerable resistance may occur Increased commitment Relevant information can be incorporated Time consuming SIHFW: an ISO 9001: 2008 Certified Institution 46

Facilitation and Support:

Facilitation and Support When resistance due to adjustment problem Only approach to deal with adjustment problem Time consuming, costly and can still fail SIHFW: an ISO 9001: 2008 Certified Institution 47

Negotiation and Agreement:

Negotiation and Agreement When someone will clearly lose in a change and has power to resist Relatively easy way to avoid major resistance Can be too expensive if alerts others to negotiate for compliance SIHFW: an ISO 9001: 2008 Certified Institution 48

Manipulation and Co-optation:

Manipulation and Co-optation When other tactics do not work or are expensive Relatively quick and inexpensive solution to resistance problem Can lead to future problems if felt manipulated SIHFW: an ISO 9001: 2008 Certified Institution 49

Explicit and implicit Coercion:

Explicit and implicit Coercion When speed is essential and change agents have considerable power Fast and effective Risky if it leaves people angry at the agent SIHFW: an ISO 9001: 2008 Certified Institution 50

Thank You:

Thank You For more details log on to www. sihfwrajasthan.com or contact : Director-SIHFW on sihfwraj@yahoo.co.in SIHFW: an ISO 9001: 2008 Certified Institution 51

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