Professional Documents
Culture Documents
BY
Regional Director,
Balanagar,
Email: cmjyothi@rediffmail.com
Change is the only constant thing in the lives of individuals, groups, society, nations and
continuously, and often at rapid speed. It is rightly said that “to be where we are,
The change we refer here has got a broad list of topics. For an individual, change may
mean a new behavior. Similarly from the point of view of a businessman, it may
mean a new business process or new technology. From the social view, it can be a
new act or policy. For the success of change management, active and enthusiastic
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Change Management is concerned with two sets of people i.e., one those who want to
recent time is facing the pressure for change may be due to globalisation,
achieve better results. The pace of change is increasing day by day and it is an art
to develop the skill of living with the change and also managing the change.
Change Management means “to make changes in a planned and systematic way by
constitutes the management of the change and its impact on the people. In simple
words Change management is nothing but the new ways of thinking, working,
mindsets and mental models in such a way that we commit ourselves to making
tough choices and implementing them. One important aspect that we need to
take care is that, just because a Manager wants to implement change, he cannot
expect that everyone in the organization will be ready to accept it. One can
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expect enthusiastic acceptances level of only 20% to 30% whereas the rest will
This concept is not new to Indians, because change management programmes were
conducted for Ministers in the Indian government and civil service officers during
the 1980s.
Change Management encompasses in itself certain elements like changing the overall
strategy of the organization or include or delete certain practices which are under
operation. The change has to be undertaken carefully at various levels and needs
to be developed according the nature, size and type of organization. This may be
one of the important reasons why almost all B Schools are incorporating the topic
A Manager before introducing change needs to necessarily understand the basic systems
and structures in the organizations, including their typical terms and roles. The
To improve performance
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Merger or Acquisition
Promote continuous improvement through the setting of new performance targets and
Change Management is like a journey and for succeeding the same; manager has to draw
a road map for this journey. For example, the map may be drawn in the following
way:
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(m) Measurements
Facilitating change:
The total responsibility for change lies with the Management and the senior executives of
able to manage change in such a way that their employees are able to cope up
with the change. The Manager needs to act as a facilitator to effect change, help
convey and implement the policy and cannot impose change. Employees needs to
be
empowered to enable them indentify their own solutions and responses with support from
managers. More than the policy and process of change management, it is the
Resistance to Change
As usual, whenever there is any change, there tends to be resistance. This resistance can
fall in two categories – one Direct and other Indirect. To name a few – finding
fault, ridiculing, manipulating, criticism at every point etc., fall under Direct
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resistance. Indirect resistance will be in the form of not following the change
Employees resist change because they have to learn something new. In many case there is
no resistance on the benefits of the new process is going to bring, but it is the fear
of unknown future and their ability to cope up with it. In many organizations the
1. At a staff meeting everyone agrees to utilize a new procedure, but several weeks
later you discover that the procedure has not been implemented.
2. When computerization is introduced, though all staff insist that they need
individual computer, nobody is using them for the purpose for which they were
intended.
3. The employee consents to the change by appearing co-operative, but infact doing
the things in the same way as he was doing before implementing change.
More often, change projects fails due to the lack of effective change management than
any other reason. In many cases, the teams lack the basic understanding of what change
management is and how to implement change management tactics When changes are
made, many employees do not have knowledge base of why the change is being made.
They also do not share the same accountabilities as managers. The outcome is a
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hazardous mix of various priorities, different knowledge sets and different driving forces.
If the change is not managed properly, these different values and driving forces clash
Managing Change:
It is very important that the change manager anticipate, and plan strategies for dealing
with resistance. This applies not only at the introduction of the change, but there
must
be follow-through, so that the change manager monitors the change over the long-term,
being alert for difficulties as the appear. Communication before, during and after
expected.
2. To ensure that people are clear as to whom to respond, if they have any
difficulties or concerns.
organisational context, not least because employees often find it difficult coping
with change. Some of the ways for managing the change management process.
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*Schedule of timetable for the change
people develop greater awareness and a different mind set with which they
respect and leverage the knowledge, insights and opportunities that this change
can bring. Effective change is nothing but winning over people in the
organization.
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