Managing Change & Innovation Chaptur-7

* Understanding Resistance to Change

1 ). Uncertainty- Perhaps the biggest cause of employee resistance to change is uncertainty. 2). Different Perceptions- A third reason that people resist change is due to different perceptions. 3). Feelings of Loss Many changes involve altering work arrangements in ways that disrupt existing social networks. 4). Threatened Self-Interests - Many impending changes threaten the self-interests of some managers within the organization. A change might diminish their power or influence within the company, so they fight it.

Education and Communication-

Educating employees about the need for and the expected results of an impending change should reduce or eradicate their resistance.

Although force-field analysis may sound like something out of a " Sci-Fi Movie " or cartoon AKA is Space Ghost ", it can help overcome resistance to most change. In almost any change situation, forces are acting for and against the change.

Force-Field Analysis -

The Lewin Model

Kurt Lewin, a noted organizational theorist, suggested that every change requires three steps. The first step is unfreezing—individuals who will be affected by the impending change must be led to recognize why the change is necessary. The second step is the implementation of the change itself. The third step is refreezing, which involves reinforcing and supporting the change so that it becomes a part of the system.

** Overcoming Resistance to Change-

Of course, a manager should not give up in the face of resistance to change. Although there are no surefire cures, there are several techniques that at least have the potential to overcome resistance.

Participation-

Participation is often the most effective technique for overcoming resistance to change. Employees who participate in planning and implementing a change are better able to understand the reasons for the change.

Facilitation-

Several facilitation procedures are also advisable. For instance, making only necessary changes, announcing those changes well in advance, and allowing time for people to adjust to new ways of doing things can help reduce resistance to change.

A Comprehensive Approach to Change

The comprehensive approach to change takes a systems view and delineates a series of specific steps that often leads to successful change.

Researchers have over the years developed a number of models or frameworks outlining steps for change. The Lewin model was one of the first, although a more comprehensive approach is usually more useful in today's complex business environment.

What are Two valuable examples or models that can be found in Steps in the Change Process ?

*** Areas of Organization Change

can be classified in ( 3 ) categories : 1St Organization Structure & Design 2ND Technology and Operations 3RD People