INTRODUCTION OF THE TOPIC

CHANGE MANAGEMENT:

The systematic approach and application of knowledge, tools and

resources to deal with change.

Change management means defining and adopting corporate

strategies, structures, procedures and technologies to deal with changes in
external condition and the business environment

Change management is the process, tools and techniques to

manage the people side of business change to achieve required business
outcome and to realize that business change effectively with in the social
infrastructure of work place.

Change management activities involved in, defining and instilling

new values, attitudes, norms and behaviour within an organization that support
new ways of doing work and overcome resistance to change.Buiding consensus
among customer and stake holders on a specific changes designed to better meet
their needs and planning, testing and implementing all aspects of the transition
from one organizational structure or business process to another.

Change management is systematic approach to dealing with

change, both from the perspective of an organization and on the individual
level.

Change management is aspect of management focusing on

ensuring that the firm response to the environment in which it operates.

Change management is structured approach to shifting or

transnationing individual, teams and organization from a current state to a
desired future state. It is an organizational process aimed at empowering
employees to accept and embrace changes in their current business
environment.
FEATURES OF CHANGE MANAGEMENT:

 Change is the result of dissatisfaction with the present strategies.

 It is essential to develop a vision for better alternative.
 It is necessary to develop strategies to implement change.
 There will be resistance to the proposal at some stage.

CHANGES OFTEN ARRISES FROM:

 The development of new products.

 The entry of new competition
 Changes in customer taste and preferences
 Changes in the cultural , political , economic , legal and social
frame work
 Changes in technology leading to technological obsolesce are new
product opportunities.

FORCES OF CHANGE MANAGEMENT:

 Internal forces
 Desired to increase profitability
 Reorganization to increase efficiency
 Conflict between departments
 To change organizational culture
 External forces
 Customer demand
 Competition
 Cost of inputs
 Legislation
 Tax changes
  new technology
 political
 ethics
 technological obsolesce

PROCESS OF CHNAGE MANAGEMENT:

The change management process is the sequence of steps or

activities that a change management team or project leader would follow to
apply change management to a project or change. Based on prosic’s research
for the effective and commonly applied change. It include the following the
steps,

1. Identifying the need for change in organization

2. Designing needs specific changes to curb with the requirement of the

organization

3. Making others understand why change is necessary for the proper functioning
of the organization.

4. Altering the organizational process like processes, technology and

performance meters to incorporate the changes

5. Managing the production and changes to ensure that customer and stake
holder continuous to be bonded with each other over the long run
PH
SE321
A
STRUCTURE OF CHANGE PROCESS
TECHNIQUES OF CHANGE MANAGEMENT:

Change management refers to technique s and strategies used by

organization to manage and implementation of change. Although change is
necessary for companies, it can also create resistance in employees especially
on the absence of proper communicating. Successful change management is
there for of the almost importance to organization.

 Planning
 Instilling belief
 Motivation
 Repetition
 Honesty

PLANNING:

Too many organizations fail to manage change

because they do not engage in planning.

INSTILLING BELIEF:

Implementing change is managing change at people

level in the organization undergoing change must have a reason to
believe, change is necessary.
MOTIVATION:

Motivational opportunities for most employees

include achievement, recognition, responsibility, advancement,
personal growth and the work itself so address these areas when
formulating change.

REPETITION:

A time of change is emotional for most people so

employees need to be told the message early and often.

HONESTY:

Organizational change will not be successful without

honest communication. Tell employees about the challenges involved
in the change as well as the opportunities and success.

IMPORTANCE OF CHNAGE MANAGEMENT:

Change is a planned and managed process. The importance of

change is known before implementation and serves as motivators and
assessment of progress. The organisation can respond faster to
customer demands. It is help to align existing resources within the
organisation.

Change management allows the organisation to assess the

overall impact of a change. Change can be implemented without
negatively affecting the day to day running of business.
 Change management provides a way to anticipate
challenges and respond to these efficiently. An effective change
management process lowers the risk associated with change.
Increased customer service and effective service to clients from
confident and knowledgeable employees.

EXAMPLES OF CHANGE MANAGEMENT:

1. Missionary change

2. Strategic changes

3. Operational changes

4. Technological changes

5. Changing the attitudes and behaviour of personnel