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How to ManageHow to ManageOrganizational ChangeOrganizational
Change
U.PriyadharshiniU.Priyadharshini09mba02109mba021
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ChangeChange
Coping process ofmoving from aCoping process ofmoving from a
unsatisfactory present state to a desired stateunsatisfactory
present state to a desired state
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Approaches to managing change inApproaches to managing change
in
an organizationan organization Lewins Three step modelLewins
Three step model
Kotters eight stepplanKotters eight stepplan
Action researchAction research ForceForce--Field AnalysisField
Analysis
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Lewins Three step modelLewins Three step model
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UnfreezingUnfreezing
Helppeople accept that change is neededHelppeople accept that
change is needed
because theexisting situation is notbecause theexisting
situation is not
adequateadequate
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ChangingChanging
Involves rearranging ofcurrent workInvolves rearranging
ofcurrent work
norms and relationships to meet newnorms and relationships to
meet new
needsneeds
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RefreezingRefreezing
Reinforces thechanges made so that theReinforces thechanges made
so that the
newways ofbehaving become stabilizednewways ofbehaving become
stabilized
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Action ResearchAction Research
Refers to a changeprocess based on theRefers to a changeprocess
based on the
systematic collection of datasystematic collection of data and
thenand then
selection of a change actionselection of a change actionbased on
what thebased on what the
analyzed data indicateanalyzed data indicate
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ForceForce--Field AnalysisField Analysis
This was developed by Kurt Lewin as an aid toThis was developed
by Kurt Lewin as an aid to
decision making, problem solving,decision making, problem
solving, andand
conflict prevention.conflict prevention. Lewin assumes that in
every situation there areLewin assumes that in every situation
there are
bothbothDriving & Restraining forcesDriving &
Restraining forces whichwhich
influence any change that occursinfluence any change that
occurs
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Driving ForcesDriving Forces
Factors which affect a situation byFactors which affect a
situation by
pushing in a particular directionpushing in a particular
direction
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Restraining ForcesRestraining Forces
Forces that act to restrain or decrease theForces that act to
restrain or decrease the
driving forcedriving force
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Human Reactions to ChangeHuman Reactions to Change
AcceptanceAcceptance
ResistanceResistance
IndifferenceIndifference Forced AcceptanceForced Acceptance
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Reasons for Resistance to ChangeReasons for Resistance to
Change
Selective PerceptionSelective Perception
LackofInformationLackofInformation
Fearofthe UnknownFearofthe Unknown HabitHabit
Resentment Toward theInitiatorResentment Toward theInitiator
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Overcoming Resistance to ChangeOvercoming Resistance to
Change
Education and CommunicationEducation and Communication
Participation and InvolvementParticipation and Involvement
Facilitation and SupportFacilitation and Support Negotiation and
AgreementNegotiation and Agreement
CoercionCoercion
Promote PositiveAttitudes Toward ChangePromote PositiveAttitudes
Toward Change
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