Organizational BehaviorOrganizational Change And

Stress Management

Group Members Shaheen Huraima Sadia Memoona Kainat Faiza Samra Humaira Sana

The term CHANGE refers to any alteration which occurs work environment of an organization.

External Forces

TechnologyFaster, cheaper and more mobile

Economic Shocks Global Recession

CompetitionGlobal Marketplace

Internal Forces Nature of the Workforce

Greater Diversity Change in Managerial Personnel

Replacement of Managers Deficiencies in Existing Management

Structure Unmanageable span of Management

Planned ChangeCHANGE

Making things different.Planned Change

Activities that are intentional and goal oriented.Goals of planned change

Change AgentsPersons who act as catalysts and assume the responsibility for managing change activities.

Resistance to change  Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them.

Key words here are 'perceive' and 'threat'. The threat need not be real or large for resistance to occur. 

Forms of Resistance to change• Overt and Immediate

Voicing complaints, engaging in job actions• Implicit and Deferred Loss of employee loyalty and

motivation, increased errors or mistakes, increased absenteeism.

Individuals resist change for a variety of reasons. Here are some reasons why individuals may resist change :

Six major sources of organizational resistance have been identified.

Overcoming Resistance To

Change :Seven tactics can help change agents

deal with resistance to change.

Education and communication- Show those effected the logic behind the change.

Participation- Participation in the decision process lessens resistance.

Building Support and commitment- Counseling, therapy, or new skills training.

Implementing Change Fairly- Be consistent and procedurally fair.

Manipulation and Cooptation- ‘’Spinning’’ the message to gain.

Selecting people who accept change

- Hire people who enjoy change in the first place. Coercion- Direct threats and force.

The Politics of Change

Impetus for change is likely to come from outside change agents, new employees, or managers outside the main power structure.

Internal change agents are most threatenedBy their loss of status in the organization.

Long-time power holders tend to implement incremental but not radical change. The outcomes of power struggles in the organization will determine the speed and quality of change.

Approaches to managing Organizational Change….

There are four main approaches to managing the organizational change….1. Lewin’s classic three step model2. Kotter’s eight step plan3. Action Research4. Organizational development

Lewin’s Three-Step Model

Unfreezing Movement Refreezing

Kurt Lewin argued that successful change In organizations should follow three steps:

• Changing to overcome the pressure of both individual resistance & group conformity.Unfreezi

ng

• A change process that transforms the organization from the status quo to a desired end state.

Movement • Stabilizing a

change intervention by balancing driving & restraining forces.

Refreezing

Unfreezing must happen in one of three ways

Forces that hinder

movement from the existing equilibrium.

Forces that direct

behavior away from the

status quo.

Restraining

Forces

Driving Forces

2:- Kotter’s Eight step Plan

1. Create urgency2. Form a powerful coalition3. Create a vision for change4. Communicate the vision…5. Remove Obstacles.6. Create short term Wins.7. Build on the change.8. Anchor the changes in corporate

culture.

Action ResearchA change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicate.

Action research consist of five steps:-

i. Diagnosisii. Analysisiii. Feedbackiv. Actionv. Evaluation

Organizational development

“ A collection of planned change intervention built humanistic democratic

values that seek to improve organizational effectiveness and

employee well being. “

These are the underlying values in most OD efforts :-

Respect for people Trust and support Power and equalization Confrontation Participation

Six techniques are used in OD(organizational development)

I. Sensitivity trainingII. Survey FeedbackIII. Process consultationIV. Team buildingV. Intergroup developmentVI.Appreciative inqurey

Creating a culture of change

Ability of an organization to embrace change, new things.

Two ways of creating a culture for change: 1: Stimulating a Culture of Innovation 2: Creating a Learning Organization

Stimulating Culture of Innovation

There are different factors that stimulate a culture of innovation like: Acceptance Embrace Change Encourage Employees

Innovation: A new idea applied to initiating or improving a product, process or service.

Sources Of Innovation Organic Structure Long Tenure in Management Slack of Resources Interunit Communication

Idea Champions

Individuals who take an innovation and actively promote the ideas overcome resistance , and ensure that the idea is implemented.

Creating a learning Organization

Learning Organization:An organization that has developed

the continuous capacity to adapt and change.

Single-loop Learning

A process of correcting errors using past routines and present policies.

Double-loop LearningA process of correcting errors by modifying the organization’s objectives policies and standard routines.

Managing Learning Establishing Strategy Redesign the organization’s structure

› Flatten structure and increase cross functional activities

Reshaping the org’s culture› Reward risk-taking and intelligent mistakes

Work Stress and Its Management: What is Stress?

An unpleasant psychological process that occurs in response to environmental pressures

Challenge Stressors:o Stress associated with workload, pressure to complete tasks, and time urgency

Hindrance Stressors:o stress that keeps you

from reaching your goals such as red tape

Types of Stress:

Demand-Resources Model of Stress Demands:

Responsibilities, pressures, obligations, and uncertainties in the workplace

Resources:Things within an individual’s control that can be used to resolve demand

Potential sources of stressThere are three potential stressors

which are as follows :-

Environmental factors Organizational factors Personal factors

Differences :Individual differencesCultural differencesConsequences of stress

• Physiological symptoms

• Psychological symptoms

MANAGING STRESS Low to moderate level of stress can be functional and lead to higher performance, management may not be concerned when employees experience them

MANAGING STRESS

Two approaches to manage stress: Individual approaches Organizational approaches

Individual Approaches:Implementing time managementIncreasing physical exerciseRelaxation trainingExpanding social support network

Organizational Approaches: Improved personnel selection and job placement Training Redesigning of job Increased employee involvement Improved organizational communication

Any Question…