A Presentation onA Presentation on

ORGANIZATIONAL CHANGE ORGANIZATIONAL CHANGE AND DEVELOPMENTAND DEVELOPMENT

Group Members:Group Members: Anjeela Pakhrin Tisa Maharjan Anup Rai Nikita Shrestha Romi Bania Hemant Shrestha

Organizational Change and Organizational Change and DevelopmentDevelopmentConcept of ChangeForces for ChangeAreas of Organizational ChangeResistance to ChangeOvercoming/Reducing Resistance to

ChangeConcept of Paradigm ShiftsConcept of Organizational

development(OD)Re-viewing above topics

Concept of ChangeConcept of Change• Change refers to

making things different. It is inevitable for modern organizations in order to cope with changes in environment and stay ahead of competitors.

Forces of changeForces of change

A. External forces for change1. Political-legal forces for change2. Economic and market forces3. Socio-cultural forces4. Technological forces

B. Internal forces for change1. Goal succession and displacement2. Structure changes3. Resource changes4. Change in organizational policies

Areas of Organizational Areas of Organizational ChangeChange

1. Structural change2. Changing technology3. Redesigning business process or

tasks4. Changing behaviors or culture

Resistance to Change

Resistance to ChangeResistance to ChangeResistance to change

indicates any attitude or behavior that hinders the change process.

Resistance to Change

Covert Overt

Resistance to ChangeResistance to Change

A. Individual Resistance to Change1. Economic

insecurity2. Fear of

uncertainty3. Fear of losing

power, resources and freedom

4. Existing habit

B. Organizational Resistance to Change

1. Structural Inertia

2. Resource constraints

3. Organizational culture

4. Existing agreements

5. Huge investments

Overcoming/Reducing resistance to change

Overcoming/Reducing Overcoming/Reducing Resistance to changeResistance to change1. Education, training and

communication2. Participation and involvement3. Facilitation and support4. Negotiation and agreement5. Manipulation and co-optation6. Explicit or implicit coercion

Paradigm Shifts

Concepts of Paradigm Concepts of Paradigm ShiftsShifts

Paradigm shifts in business refers to the great or dramatic change in the way of doing things in business.

Conditions for Paradigm ShiftsFirst, the established technology in the industry is

mature and approaching to its natural limit.Second, a new disruptive technology has entered

the marketplace and is taking root in market niches that are poorly served by present companies.

Third, a company develops a new business model that is radically different from that used by the competitors, enabling it to capture a large market share

Organizational Development

Concept of Organizational Concept of Organizational Development(OD)Development(OD)

OD is a strategic approach for managing planned change in organizations.

According to S.P. Robbins and S. Shangi, “OD is a collection of planned change interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and well-being.”

Main underlying values in most OD efforts:

1. Respect for people2. Trust and support3. Power equalization4. Confrontation5. Participation

We discussed about:We discussed about:Concept of ChangeForces for ChangeAreas of Organizational ChangeResistance to ChangeOvercoming/Reducing Resistance

to ChangeConcept of Paradigm ShiftsConcept of Organizational

development(OD)

If you have any If you have any confusions please feel confusions please feel free to put up your free to put up your questions:questions:

According to Henri Bergson:

To exist is to change, to change is to mature,to mature is to go on creating oneself endlessly.