Professional Documents
Culture Documents
o Technologies, Thane, Mumbai 1976 Master of Business Administration - HR Fourth Semester Change Management 1 23rd March 2012
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Registration Number || Learning Center Name || Learning Center Code || Course || Semester || Subject || SET No. ||
Directorate of Distance Learning, Sikkim Manipal University, II Floor, Syndicate Building, Manipal 576 104
Signature of the LC
Signature of Evaluator
The loss curve depends on the extent of loss in the chain management programme. If someone is promoted to higher position then the loss in the lower position is not a big issue, since something better has replaced the old one. But if someone is made with a purpose of getting a new job then the losses will have a harmful effect. The common factors that can be found in all loss curves are: At the initial position, there can be no sinking of the change. For example, there are some people in the organisation who will be very confident that the changes will not occur at all. In such a situation, it is very difficult to start with the new process. Whenever there is a loss then the individual hits a deep low. The depth will be more if the loss is sudden or unexpected. Adjusting to the new situations takes a longer time. Expectations need to be managed realistically: Some of the enforced changes do not meet the expectations of the employees that time certainly they will be unhappy and the expectations have to be set at the realistic level. For example: Suppose that we are a contractor for any project and we expect to be paid in 14 days but the contract says 30 days then we need to discuss and make sure that we get what we are expecting. If this not happening then we must make sure that the expectations are managed by both contractor and buyer. Fears have to be dealt with: It is the tendency of human beings to go out of the window, whenever there are some significant changes. Some people fear the worst since their minds will not be very conscious to know the things better. There are many fears which an employee faces during a changing phase. Some of them are like: Loosing the job. Inability to survive in changed setup Not getting a new job. Future problems arising due to loss of job. The fears have to be addressed by leaders in an understanding way by making them understand that the redundant people can get the better job. Main roles of a leader in change According to Senge, Leadership occur at different locations in an organisation. Some leaders have the traditional hierarchical leadership they are more formal. Some local leaders have to transfer the vision into an action. Network leaders have the job of connecting different parts of an organisation that are involved in the change. Bate has given the list of roles of leaders according to his idea of five dimensions of cultural leadership. The five dimensions are: The aesthetic culture deals with the ideas about the change. This is the sensate, ideational and idealistic culture. This is the species culture. The political culture deals with the meaning of change and involves putting ideas into the words. This gives the ownership to that political idea of the community. The ethical culture deals with the standards in the change and involves the guiding of learning process. This involves some ethics that have to be followed in the organisation. Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. : 571017160 5
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Active resistances Active resistance occurs when people take specific and deliberate action to resist the change. It may be made overt, with public statements and acts of resistance, or it may be made covert, such as organising others to create an underground resistance movement. Thus, we have seen the different ways of recognising resistance.
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Formalisation
Centralisation
Complexity
a) Formalisation Formalisation refers to the degree to which the activities, policies, measures, instructions are carried out and how they are defined, mentioned, and standardised in an organisation. The degree of formalisation is higher when compared with the degree of division of labour, the degree of departmentalisation, the degree of span of control, and the level of delegation of authority. Some of the benefits of formalisation are as follows: Formalisation cuts-down the irregularity in the organisation as the activities are standardised. Formalisation increases coordination as the activities are distinct and specified which ultimately leads to an effective coordination between the managers and the employees. Formalisation reduces the operation cost of the organisation. Formalisation reduces conflicts and uncertainties as most of the activities are standardised. Though formalisation is beneficial, it is not away from criticisms. Some of its criticisms are as follows: As most of the activities are standardised, there is no scope for creativity and flexibility. It is difficult to change the rules that are followed in the organisation. If any new rules are formed and implemented, employees struggle a lot to cope up with it. Though formalisation has certain limitations, it is used in many organisations as it effects in smooth and effective running of organisations. Also, it builds good relationship and efficiency within the organisation. b) Centralisation Centralisation refers to the degree to which decision-making is given importance in the organisation. Centralisation is one among the fourteen principles stated by [2]Henry Fayol. His principle says Diminishing the role of subordinates in decision-making is centralisation and decentralisation is the opposite of centralisation. In centralisation, control and decision-making are made by the top level of management but they have less power. It is impractical to have absolute centralisation as it would deprive subordinates based on power, authority and duties. The concept of centralisation plays a major role in the survival of small organisations as they face competition in the market. Importance is given to decentralisation only when there is larger organisation as decision making has to be placed in the centre of the operating level. It is because of the complexity of industries in terms of size, interdependence of work flow, complex tasks and physical barriers within and among Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. : 571017160 14
Horizontal Differentiation
Vertical Differentiation
Spatial Differentiation
Horizontal differentiation: It refers to the total number of dissimilar units at the same level in the organisation. Examples: Specialisation, departmentalisation. Vertical differentiation: It refers to total number of levels in the organisation. It reflects the depth of hierarchy in the organisation. The hierarchal increase will improve the complexity in the organisation. By this coordination and communication becomes difficult as they are he important factors of working. Spatial differentiation: It refers to a degree to which location of units and the personnels are distributed. This increases the complexity of organisations in multiple locations as coordination and interaction becomes difficult in the organisation. All these dimensions contribute a lot to efficiency, centralisation, specialisation, centralised authority of functional departments, and monitors span of control. Therefore, all these dimensions are vital and integral part of the organisation to run successfully and economically.
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