Professional Documents
Culture Documents
Managing
Change
McGraw-Hill/Irwin
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CHANGE AT WORK
What is change?
To become different, or to undergo modification.
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CHANGE AT WORK
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CHANGE AT WORK
Where changes originate?
New government laws
New technology
Competitors introduce new services/product
Merger / Acquisitions / Down-sizing
Customer preferences (lifestyle change)
Labor unions for more internal change
Emergence of new Industry or sector
Communities initiate change Energy Conservations
McGraw-Hill/Irwin
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CHANGE AT WORK
Illustration of Change
using a balloon.
Balloon
represents
your
organization
McGraw-Hill/Irwin
At the point of
contact,
change creates
pressure to the
company
Pressure can
weaken the
organization
Resulting to
catastrophic
results
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CHANGE AT WORK
How do you manage the forces that result to change?
Establish equilibrium in the social structure inside the organization.
-Equilibrium is a state of relative balance between opposing
forces.
-When there is equilibrium during the transition period
employees are able to embrace the changes.
McGraw-Hill/Irwin
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RESPONSES TO CHANGE
Group Response to Change
People interpret change individually
People in groups show uniform response to the
change.
-we are in this together.
people in a group will act to protect
themselves from disturbance of that balance
due to change.
Inclined to return to the perceived best
way of life when ever change occurs.
Pressure coming from change will elicit a
counter-pressure
McGraw-Hill/Irwin
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RESPONSES TO CHANGE
Resistance to Change
Why do employees resists?
When job security is threatened
Hinders social interaction (less time to interact)
Reduce their status, competence, or self-esteem
Discredit
Management is changing the process to make us work
harder and earn more profit.
Delay
I will continue doing what I have been doing for 10 years in
this company.
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RESISTANCE TO CHANGE
Regardless of the nature of change, employees will try to
protect themselves from its effects.
Actions of employees to prevent change to happen:
Complaints New process is harder to do
Foot-dragging I will use the machine tomorrow
Passive Resistance Ok, let see how others are doing
Passionate Arguments This is difficult!
Absenteeism or Tardiness - Less interest to go to work
Sabotage - Work slowdown or strike
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LEADERSHIP IN
CHANGE
MANAGEMENT
The Role Of Managers
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Characteristics
of a change
Change leaders
are manager
not only
smart but wise as well
Many change efforts fail because
managers reduce themselves to just
following systems such as TQM or Six
Sigma.
Successful changer leaders, on the
other hand, are not only smart but wise
to know the importance of working
together and involving everyone in
the organization.
They enlightened people to strive
to serve a higher purpose that
transcends profit
maximization.
McGraw-Hill/Irwin
2002 The McGraw-Hill Companies, Inc., All
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work
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Characteristics
of
a
change
manager
Change
leaders
inside out.
work
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Questions
http://www.mindtools.com/pages/article/newPPM_96.htm
McGraw-Hill/Irwin
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