Savita Patil

Group Dynamics• Group dynamics refers to a

system of behaviors and psychological processes occurring within a social group (intra group dynamics), or between social groups (inter group dynamics).

• It was social psychologist Kurt Lewin (1890–1947) who coined the term group dynamics to describe the positive and negative forces within groups of people.

Change Management

• Change management is an approach to transitioning individuals, teams, and organizations to a desired future state.

• Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome.

THE FRAME WORK FOR CHANGEThe effective management of change involves three steps:a) Understanding the current state

of the Group.b) Establishing the state in which the

group wants to be in the future.c) Moving the group through a

transition towards the foreseen state.

Why Change Management is Difficult?

LEVEL OF MANAGEMENT INVOLVED

Change is often aimed at the lower or middle levels of the organization.

Organization frequently get into trouble because the senior staff do not support the change strategy.

The senior executives either need to be won over or worked around and this requires considerable skill on the part of the executive initiating change.

IMPEDIMENTS TO CHANGE• Some of the impediments to change are: Major problems that had not been foreseen. Co-ordination of activities (for example, by task force,

committees, supervisors) not effective enough. Competing activities distracted attention from the change

effort. Insufficient skills / abilities of employees involved with the

change. Inadequate training of and instruction to lower level

employees. Uncontrollable factors in the external environment (e.g.,

competitive, economic, governmental control, laws) having an adverse affect.

HOW SHOULD CHANGE OCCUR?

Selecting a change strategy. Implementing the change strategy. Establishing systems and processes to

maintain the new situation. Evaluating the change effort.

RESISTANCE AND HOW TO DEAL WITH IT

• Education & Communication

• Participation & Involvement

• Facilitation & Support• Negotiation &

Agreement• Manipulation

IMPLEMENTING CHANGE1.First Stage : RECOGNITION

Stimulus: Initially there will be some kind of stimulus, such as a downturn in profits or the loss of key personnel, which will cause the executive to consider whether change is necessary.

Reaction: A stimulus will usually give rise to some kind of reaction, however, it is unlikely that one’s initial response will give rise to anything deeper than first order change.

Response: The four responses which are related to mindsets are Despair, Denial, Resistance or Consideration

Second Stage : DEVELOPMENT & ACTION

Development: To progress, people not only have to be prepared to consider new ways of operating, they must also discard old patterns of thinking and behaving before they genuinely try to adopt different approaches

Full Transition: As the organization or individual begins to master most aspects of the situation they experience feelings of rising certainty and capability