Change and knowledge management- module 1 - vtu syllabus

7/29/2019 Change and knowledge management- module 1 - vtu syllabus

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Module - 1



Change

Introduction

In 513 B.C., Heraclitus of Greece observed “There is nothingpermanent except change.” In 16th century, Niccolo Machiavelli stated in his political

treatise, The Prince, “There is nothing more difficult to take inhand, more perilous to conduct, or more uncertain in its success,than to take the lead in the introduction of a new order of

things”. Change has no beginning and no end. It is a continuous process. Current trend is to use the term “Organizational Development”

to refer to the process of preparing for Managing Change.

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What is change ? Change is considered with making things different

Change intervention is a planned action to make

things different. The person or persons who act as catalysts and assume

the responsibility for managing the change process isthe change agent.



Definition of change Change is defined as “to make or become different,

give or begin to have a different form”.

Change also means dissatisfaction with the old andbelief in the new.



Why change ? To survive and eventually prosper, an organization

must monitor its external environment and align itself with changes that occur or tend to occur.

Change takes place at 3 levels.

Self

Team or organization

The larger system



What are the causes of change Mission

Workload

Political Environment

Changes in management

Resources

technological



Implications/ phases of change When change is introduced and there is an

understanding that it will be implemented, weexperience the following-

Denial – when things change, the first reaction to it isdeny it.

Bargaining & Negotiating- when we perceive that thechange don’t go away, we still believe things worked

better before the change and bargain for reinstatingthe old system.

Anger- when we realize change is here to stay, and wecan do nothing about it, we get angry.



Dealing with change Change is an inevitable part of all organizations.

The world we live in is constantly changing and at an

accelerated rate. Organizations and individuals must continually adapt

to this changing environment by changing themselvesor they will not survive.

Some people accept and some people resist change.



Contd Once change is communicated and implemented, we

can play a part in reducing the effects on us by :

Accepting Communicating – share and communicate our feeling

through which we get more information and fear canbe reduced.

Planning- where we were and where we want to be,how we are going to get there. clarify goals andexpectations, get feedback from others.



Personal change Personal change is a process of movement of an

individual from current undesirable level to a desirablelevel of behavior to improve the organizational andindividual effectiveness and efficacy.

Personal change is also defined as means of improvement in an individual’s life.

It helps in finding how to change. Personal change is possible by oneself or by seeking

the help of professionals or well wishers.



Why personal change is needed? Personal change is essence of self development and

growth of an individual. It helps us to identify where we are and where we want

to go? If we do not change we cannot survive in the changing

environment To survive, and to avert what the future shock, any

individual must become infinitely more adaptable andcapable than ever before.

He/She must search out for totally new ways to anchorhimself, for the old roots of religion, nation,community, family or the profession which may beshaking by the impact of shock waves of thisaccelerated change.



Personal change process There are many types of personal change that can help

you to improve your life.

Step1:Discovery Step2:Clearing

Step3:Programming

Step4:Processing



Step1:Discovery Personal change happens through a journey of discovery.

Need to find out more about yourself; how you do things;how you have been limiting your options, how you have

created your current situation for yourself If you realize that there is something to learn, then you can

learn it.

If you realize that there are things you have not yetunderstood about yourself and about life, then you canunderstand them.

What you learn might be unexpected and surprising, butthat is the nature of discovery.

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Step2:Clearing Clearing is the process of realizing and rejecting the

wrong answers one has used.

Clearing the wrong answer is very easy, once youdiscover what it is really about it. There is somethingmore to learn. Sometimes you might think that youknow what is “wrong” with you

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Step3: Programming

Programs are the subconscious patterns thatdetermine how we think and respond to situations.It is HOW you do things.

Most programs are hidden. For example, when you

talk, you don’t have full awareness of your choiceof words and the grammatical sentenceconstruction.

Programming is the process of establishing useful

ways of ‘HOW’ to do things. That might involvethe discovery of how you already do things, theconstruction of more powerful methods, and theretraining of your subconscious.

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Step4: Processing A process is a distinct activity that address an

existing situation and gradually changes it intosomething else.

Processing is the ongoing activity of working onareas where change is desired.

Processing is not just random attempts to figuresomething out, it is the skilled resolution of issues.

It is simply an educational vehicle to help youchange your own way of being for the better.

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Components of Personal Change Self-Analysis

Self-Awareness

Self-Esteem Self-Efficacy

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Self-Analysis Personal change can also begin with analyzing

oneself, when an individual understands himself or herself the change process becomes easier andcomfortable.

Self-analysis has to do with a personal SWOTanalysis, analyzing ones strengths, weakness as

well as opportunities and threats in theenvironment.

Self-analysis helps a person in understanding:• Whether of not one has a suitable aptitude for agiven job.

• Whether or not one is capable of handling the various roles and responsibilities one has accepted.



Contd• What motivates and what drains one’s energy. • Whether one brings out the best in others or the

worst in others.

• Who in the environment be it a personal or officialcapacity brings out the best in oneself and whobrings out the worst in oneself?

• One’s stress tolerance potential

• Whether one is doing the work that is meaningfulto himself/herself, others around him/her, his/herorganization and community.



Self-Awareness When the concept of self-analysis is understood it

leads us to the second step of becoming self-aware. Awareness is the first step in the creation process

& is the foundation for personal development. Without fully knowing the true self, self acceptance and change become impossible.

Once an individual is aware about self, there arechances of better managing self and the behavioral

patterns and also the functions effectively. However managing self is not enough; an

individual should also grow and developconstantly, this can happen only when person isaware about self.



Contd

Individuals have limited awareness about own selves.

There are several aspects of one’s personality about whichone may not be aware.

Lack of self awareness constraints people becomeineffective in two ways:#one may repeat the same dysfunctional behavioragain and again

#one may hurt others unwillingly, but later one willhave to incur cost

for it.

Basic Assumptions of Self-awareness:() self awareness is self-responsibility.() self awareness involves internalizing, i.e., perceiving self behaviors to have certain outcome() self awareness is a learning process.



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Continued.. Self awareness can be defined as the ability to perceive

one’s own existence, including one’s own traits, feelingsand behaviors. It is a personal understanding of the very core or one’s own identity. It is the basis for many otherhuman traits, such as accountability and consciousness.

Self awareness is empowering because it can reveal wherethe performance. In addition, awareness of one’spsychological needs can increase one’s motivation by helping one understand and seek out the rewards that onereally desires, such as a sense of accomplishment,additional responsibility, an opportunity to help others, ora flexible work schedule.

According to Sigmund Freud in his classical theory named“psychoanalysis” human beings are not masters of theirown destinies rather their behaviors are directed by theneed to gratify basic biological needs and instincts.Behavior is not random but is determined by the past

experience.



Personal Change through self-Awareness Self awareness helps managers identify gaps in their

management skills, which promotes skill development. Butself awareness also helps managers find situations in whichthey will be most effective, assists with intuitive decision

making, and aids stress management and motivation of oneself and others.

Skill DevelopmentKnowing your strengths and weaknessesDeveloping intuitive Decision-making skillsStressMotivationLeadership

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How to practice management skill One can become more self-aware by seeking feedback

from the people who knows about you, completingself-assessment surveys, and hiring an expert like a

professional counselor or executive coach. By asking somebody

Use of Questionnaires

Seek Professional Help

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3 popular models under self

awareness Johari window

MBIT

FIRO - B



Johari Window This model was developed by American psychologists

Joseph Luft and Harry Ingham in the 1950’s.

It is also referred as Disclosure/feedback model of self awareness, and also as information processing tool.

The 4 Johari window perspectives are called as

Regions/areas/quadrants.



Johari Window

Known to self Unknown to self

Known to others

Unknown to others

Open/free area

Hidden area

Blind area{feedback}

Unknown area



Myers Briggs Type Indicator

This is based on a very old theory proposed by swiss psychiatrist Carl Jung in the 1920’s.

One of the most widely used personality frame

work is called the MBIT. MBIT is essentially a 100 question personality test

that asks people how they usually feel or act inparticular situation



Development of the MBTI Instrument

Jung’s theory important but inaccessible to the generalpopulation

Isabel Myers and Katherine Briggs (mother-daughterteam) expanded on Jung’s work by developing aninstrument to help people identify their preferences

The MBTI tool is an indicator of personality type (i.e.innate preferences) that has proven to be remarkably reliable and valid Represents the result of over 50 years of research Is used globally in both education and corporate settings; over 2

million people each year



Myers Briggs Type Indicator

These terms are defined as follows: Extraverted Vs Introverted-Extraverted individuals are

outgoing, sociable, and assertive. Introverts are quite and

shy Sensing Vs Intuitive-Sensing types are practical and

prefer routine and order. Intuitives rely on unconsciousprocesses and lock at the big picture.

Thinking Vs Feeling-Thinking types use reason and logic

to handle problems. Feeling types rely on their personal values and emotions.

Judging Vs Perceiving-Judging types want control andprefer their world to be ordered and structured.Perceiving types are f lexible and spontaneous



View of oneself positively; approval of oneself,

judging oneself as significant, capable, worthy,believe that one has desirable traits I am a good person

I do most things well

What is Self Esteem?



Improving Self-Esteem

Make the Growth Choice rather than the FearChoice

Shed perfectionistic demands

Become more synergistic

Do not overburden yourself with work

Keep a diary

Keep a sense of humor



Self-Esteem Definition and Meaning:

In psychology, self-esteem or self-worth is defined as aperson’s self -image at an emotional level. Hellriegel,

Slocum and Woodman in their book organizationalBehavior defines self-esteem as the result of an individual’scontinuing evaluation of himself or herself. In other words,a person develops, holds and sometimes modifies one’sopinion of one’s own behaviors, abilities, appearance and

worth. These general assessments reflect responses to people and

situations, success and failure, and the opinions of theothers.

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Self-Efficacy According to Albert Bandura “ A strong sense of efficacy enhances

human accomplishment and personal well being in many ways.People with high assurance in their capabilities approach difficulttasks as challenges to be mastered rather than as threats to beavoided. Such an efficacious outlook fosters intrinsic interest anddeep engrossment in activities.”

Self Efficacy people are1. they set themselves challenging the face of failure.2. they quickly recover their sense of efficacy after failures orsetbacks.

3. they attribute failure to insufficient effort or deficient knowledgeand skills which are acquirable.4. they approach threatening situations with assurance that they canexercise control over themSuch efficacious outlook produces personal accomplishments,reduces stress and lowers vulnerability to depression.



Sources of self efficacy Mastery Experiences

Vicarious Experiences

Social persuasion

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Organizational roles It is defined as “ a set of behaviors enacted by a person

as a result of his occupying a certain position in theorganization”.

Major organizational role during changemanagement:

Change initiator

Change agent Champion for change

Sponsor of change



Making organizational roles

effective Effectiveness in organizational roles is the key to the

success of any organization. Employees can bemotivated to have consistently high performance if

their roles were designed in a suitable way thatmatches their personalities. Role efficacy depends on :

Having high role efficacy on the part of the roleoccupant, and

By developing a style and strategy to cope with the roleconflict or stress.



Role efficacy The performance of a person working in an

organization depends on his own potentialeffectiveness, technical competence, managerial

experience etc as well as on the design of the role thathe performs in the organization.

It is the integration of the two ( the person and therole ) that ensures a persons effectiveness.



Role efficacy and effectiveness Person with high role efficacy seem to experience less

role stress, anxiety, and work related tensions.

They rely on their strengths to cope up with theproblems.

Role efficacy is found to be related to the quality of work life.

It is also been related to age, the type of role, and thelocation of work place and the length of employment.

Change and knowledge management- module 1 - vtu syllabus

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