BSMH 5093 pridiv
-
Upload
pridivraj-naidu -
Category
Documents
-
view
28 -
download
0
description
Transcript of BSMH 5093 pridiv
![Page 1: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/1.jpg)
BSMH 5093Managing Change &
Communication
Article Review
OPPORTUNITY TO REDUCE RESISTANCE TO
CHANGE IN A PROCESS OF
ORGANIZATIONAL CHANGE
By;PRIDHIVRAJ NAIDU
814284
UNIVERSITI UTARA MALAYSIA
OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS
![Page 2: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/2.jpg)
Presentation Overview1. IntroductionChange Model as a 3 part process
2. Research results Kotter’s 8 step model J. Ivancevich, James H. Donnely and
James Gibson (1989) model The Prediscon model
3. Factors of Resistance4. Steps Emergency Change
![Page 3: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/3.jpg)
Change Models 3 part process
![Page 4: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/4.jpg)
Research results• Many models that do not contain explicitly the
step of reducing resistance to change
A relevant example is the model Florescu and Popescu (1988)
• In many models the phase of reducing resistance to change can be inferred from the presentation of actions
• Discussed in the article:1. Kotter's eight step change model2. J. Ivancevich, James H. Donnely and James Gibson (1989)3. The Prediscan Model
![Page 5: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/5.jpg)
1. Kotter’s 8 step model
• Increase urgency• Build the guiding team• Get the vision right• Communicate to buy-in• Empower action• Create short term-wins• Don’t let up• Make change stick
![Page 6: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/6.jpg)
2. J. Ivancevich, James H. Donnely and James Gibson
(1989)
1.Understanding the factors that trigger change2.Recognition the need for change3.Diagnosis of the problem4.Identification of the methods and alternatives that will make the change5.Presenting the existing conditions6.Selecting the method7.Overcome the resistance to change8.Implementing and coordination of change.
![Page 7: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/7.jpg)
3. The Prediscan Model
1. Awareness of the need for change 1.1. Data collection and analysis; 1.2. Identifying the need for change; 1.3. Evaluation of change and choice of the best variant(s).2. Design of the change 2.1. Develop the implementation schedule of the change; 2.2. Reducing resistance to change;3. Implementing change 3.1. The actual implementation 3.2. Monitoring, analysis and evaluation of the results 3.3. Improving the change
![Page 8: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/8.jpg)
Factors of resistance• The employees opposition to the managers
proposals may strengthen or weaken
• Depending on the expressions of the following elements:
1. organizational culture2. characteristics of the environment 3. the nature of the activities of the organization4. emergency of change5. the extent to which the rhythm of change required by managers is supported by employees6. management style7. type of organizational structure8. the quality of the organization's information system, etc.
![Page 9: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/9.jpg)
Emergency change
The reversal of the order of the stages of a process of organizational change
1. Identify necessary changes
2. Implementing change
3. Reducing resistance to change
![Page 10: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/10.jpg)
![Page 11: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/11.jpg)
UNIVERSITI UTARA MALAYSIA
OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS
BSMH 5093Managing Change &
Communication
Resistance to Organizational Change
A Case Study Oti Yeboah Complex Limited
(OYCL)
PRIDHIVRAJ NAIDU 814284
![Page 12: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/12.jpg)
The Case
• 1986 to 2008, it was operating sawmill embarked on a change process from 2008 – 2010
• changing from sawmilling to plywood production
• affected the strategy, the structure, the technology, and the work processes of the organization
• Brought to resistance due to new roles, redundancy and responsibilities
• employee's carried out strikes, boycott and lockouts because of fear of the unknown and possible loss of job
(Bohene.R and Williams.A.A, 2011)
![Page 13: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/13.jpg)
Q1 Model usedThree step Change Model (Lewin, 1951)
Refreeze
Move
Unfreeze
Take action, make changes involving the people
Examine status quo, increase the driving forces for
change and decrease resistance
Make changes permanent, establish new ways,
reward desired outcomes
![Page 14: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/14.jpg)
Q2 Reducing resistance
Resistance is because of :- Fear of new roles, redundancy and responsibilities- Fear of not knowing- Fear of loosing the job
To reduce resistance:- Recruiting for specific and new functions (Skilled)- Training (Unskilled)- Ensure continues communication, keeping the
employees in the know
![Page 15: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/15.jpg)
![Page 16: BSMH 5093 pridiv](https://reader030.fdocuments.in/reader030/viewer/2022033022/55cf9c16550346d033a88626/html5/thumbnails/16.jpg)
Dr.Vimala