MANAGING CHANGE AND
TRANSITION IN
ORAGANISATIONS
SAVI MEHROTRA
ROLL NO. 28
OB
WHAT IS MANAGING
CHANGE ?
Change managementis an approach
to transitioningindividuals,teams,
andorganizationsto a desired future
state. In aproject managementcontext,
change management may refer to a
project management process wherein
changes to the scope of a project are
formally introduced and approved.
CHANGE MANAGEMENT
The phrasechange managementis very common in management
articles as well as newspapers. Using the traditional terminology, what
is meant by change management, how did it evolve, and why has this
concept become so important?
Change management is the process by which an organization gets to
its future state, its vision. While traditional planning processes
delineate the steps on the journey, change management attempts to
facilitate that journey. Therefore, creating change starts with creating a
vision for change and then empowering individuals to act as change
agents to attain that vision. The empowered change management
agents need plans that provide a total systems approach, are realistic,
and are future oriented.
Change management encompasses the effective strategies and
programs to enable those change agents to achieve the new vision.
Today's change management strategies and techniques derive from
the theoretic work of a number of early researchers.
REASON FOR CHANGE
Globalization and the constant innovation of technology result in a
constantly evolving business environment.
Phenomena such associal mediaand mobile adaptability have
revolutionized business and the effect of this is an ever increasing
need for change, and therefore change management.
The growth in technology.
Due to the growth of technology, modern organizational change is
largely motivated by exterior innovations rather than internal moves.
When these developments occur, the organizations that adapt
quickest create a competitive advantage for themselves, while the
companies that refuse to change get left [Link] can result in
drastic profit and/or market share losses.
Organizational change directly affects all departments from the entry
level employee to senior management. The entire company must learn
how to handle changes to the organization.
PRINCIPLES OF CHANGE
Change is a process that can be enabled , not
managed.
The change process must be linked to business
and performance.
Building capacity for change I an evolutionary
process.
The change process involves both organizational
and personal transitions.
Effective change process require a systematic
view of the organization.
Change strategies are situational.
EFFECTIVE CHANGE MANAGEMENT
DEVELOPI
MOTIVATIN CREATING
NG
G CHANGE
VISION
POLITICAL
SUPPORT
MANAGIN
SUSTAININ
G THE
G
TRANSITIO MOMENTU
N
M
MOTIVATING CHANGE
Sensitize organizations to
pressure for change
Reveal discrepancies between
current and desired states
Convey credible expectations for
the change
RESISTANCE TO CHANGE
INDIVIDUAL
RESISTANCE
Habit
Economi
c factors
Job
security
Fear of
the
unknow
n
ORGANZATIONAL
RESISTANCE
Threat to
establish
resource
allocations
Limited focus
on change
Structural
inertia
Group inertia
TRANSITION
FUNDAMENTAL CHANGE OF
STRUCTURE,CULTURE AND PRACTICES IN
SOCIETAL SYSTEM.
STRUCTURE : institutional setting
CULTURE : dominant perspective
PRACTICES : routines, rules, habits
INCUMBENT STRUCTURE, CULTURE AND
PRACTICES ARE BROKEN DOWN , WHICH
REQUIRES TIME TO OVERCIME RESISTANCE
TRANSITION
MANAGEMENT
Systems thinking as analytical basis.
Long term envisioning as framework for
short term.
Selective multi-actor approaches.
Taking multi-level dynamics into account.
Dealing with certainties , keeping
optional open.
Focus on learning , experiment and
innovation.
TRANSITION ARENA
REGULAR
POLICY
ARENA
Short term
Problemand goal
oriented
peloton
Increment
al change
TRANSITION
POLICY ARENA
Long term
Problemand goal
searching
innovators
System
innovation
TRANSITION
MANAGEMENT
Bring together innovative niche-and
regime actors in transition arena.
Develop a shadow policy track and
alternative agendas in transition arena.
Become concrete initiating transition
experiments.
Transform arenas and network into social
movement to exert public pressure.
CONCULSION
Transition concept is an integrated
analytical framework to think about
complex societal change.
Transition management is a way to
translate this understanding into action.
It requires new ways of thinking ,
organizing and actng from all actors.
A sustainable future can be achievd by
starting to create it today .
