MANAGING CHANGE FOR COMPETITIVE SUCCESS. Organisations today are set to change, as even successful companies may otherwise become gigantic bureaucracies. They become dinosaurs – difficult to change.
(ii) General Motors
By 1992 non of them was there even in top 20.
This happened because they did not change as was required to be done to maintain position
Perhaps the biggest problem was their perception that there was no need to change.
(a) External Forces:-
(iii) Socio Cultural
(iv) Political – legal etc.
(b) internal Influences:-
(iv) Board of Directors etc.
(c) other Externals:-
(iv) Potential new entrants
Technological : New equipments, new process
Environmental : Govt. Regulations, social trends, economic fluctuation, Taxes, fashion trends etc.
Internal to the organisation:-
(i) Budget adjustment
(ii) Policy changes
(iii) Personnel changes etc.
Choosing change will not guarantee success, but ignoring change will almost surely guarantee failures.
between reactive and proactive changes.
planned changes, but at least some, planning for changes are always needed.
“How to achieve planned changes is the question”
To improve the means for satisfying the economic needs of members
To increase profitability
To promote human work for human beings
To contribute to individual satisfaction and social well being
Change agent is one who is responsible for taking up leadership role in managing the change process.
Change agent could be member of organisation or external.
For complex and lengthy change programme, it is usually desirable that out side change agents manage the process.
The external change agents bring specialised expertise and skills required to introduce the planned changes.
Change in the behaviour of individual
Change in Organisation
Forces for maintaining “ Status Que”
Present balance point
Forces for change
Individual / Group resistance factors
Factors for organisational resistances are:-
Threat to Power
Use following strategies :-
Following guide lines must be followed to successfully implement the change:-
According to “R Beckhard,” Organisation development is an effort:-
Change Agent :-
A change agent is a person who will initiate change in the organisation and monitor its implementation to achieve the desired customs or goals.
Change is the only thing that is permanent in nature. Even then most people resist change as far as possible, probably because they feel that it is being imposed on them. Change refers to any modification which occurs on the overall work environment of an organisation. If people decide to change their own work environment, then there is no resistance to change because it is their own decision. If it is their own decision they see to it that it is implemented properly and becomes a success story. The effectiveness of an organisation may drastically be improved by involving people in the change process from the initial stage of change process. People become internally motivated and committed for the success of change if they feel that they have taken this decision on their own without any force or imposition.
Exercises from test your executive skills.
(A) Are you developing your subordinated ?
(B) Can you handle consultants ?
Cases on change management
(A) Creating a new entity Cases in Management
(B) Introducing new systems Book of AIMA
Ref :- 1. Executive skills for Global Managements
2. AIMA Publication Essential of Management by
BP Singh and AK Singh