2. At the ends of this session, you are expected to:
Define change & organizational development
Describe purpose & Factors of organizational change.
Identify strategies & planning for implementing
organizational change.
Explain managing creativity and innovation
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3. Change is - the process of alteration or
transformation of individuals, groups, and
organization undergo in response to internal &
external factors.
Making an essential difference
Modification of the structure or process of a system.
It may be good or bad, the concept is descriptive only.”
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4. To meet changing clients needs
To meet changing market conditions
To respond to internal & competitive pressures
To take advantage of new opportunities
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5. Internal factors
Changes in managerial personnel and deficiency in
existing organizational practices.
Arise from new strategies, technologies, and
employee attitudes and behavior.
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6. Technology
Marketing conditions
Since every organization exports its outputs to the
environment, an organization has to face
competition in the market.
Social changes
Reflect in terms of people’s aspirations, the needs,
and their ways of working.
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7. Political and legal changes
Broadly defines the activities which an organization
can undertake and the methods which will be followed
by it in accomplishing those activities.
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8. A planned, long-term approach to organization---
wide change
Change initiative is organization- wide & focuses in
essence on the culture of the organization: the beliefs
and values shared by the employees.
Effective organizational development is based on
involving employees in the process
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9. 1.Organization-wide Versus Subsystem Change
Organization-wide-major restructuring of organization
Example- Entrepreneurial organization to a more stable and
planned development.
Subsystem Change- addition or removal of a product or
service.
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10. 2.Transformational Versus Incremental Change.
Transformational-changing an organization’s structure
and culture from the traditional top-down, hierarchical
structure to a large amount of self-directing teams.
Incremental Change-continuous improvement as a
quality management process / implementation of new
computer system to increase efficiencies.
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11. 3.Remedial Versus Developmental Change
Remedial change-more focused and urgent to address
current situations. Ex, to improve the poor
performance of a product or the entire organization.
Developmental Change- make a successful situation
even more successful
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12. 4.Unplanned Versus Planned Change
Unplanned-occurs because of a major, sudden surprise
to the organization, which causes its members to
respond in a highly reactive and disorganized fashion.
It my occur when the Chief Executive Officer suddenly
leaves the organization, significant public relations
problems occur.
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13. Planned Change:
Occurs when leaders in the organization recognize the
need for a major change and proactively organize a
plan to accomplish the change.
Occurs with successful implementation of a Strategic
Plan.
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14. 1. Assess Organizational Readiness
Evaluate the high level impact of change, identify key
points of risk and plans to address them.
2. Develop Future State Vision:
Articulate the change in a concise and compelling
manner that can be shared broadly.
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15. 3. Engage Leaders- develop a plan to gain the buy-in and
support of those individuals most critical to success.
4. Communication -develop a communication strategy
and roll-out plan to create understanding and drive
acceptance.
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16. 5.Transition Staff - Develop plans for staff transition,
separations and talent retention.
6.Facilitate Individual Change - Build change adaptability
skills and help individuals internalize and move through the
change.
7. Create Organizational Alignment- Evaluate relevant
programs and policies, to identify points of incongruence and
develop plans for alignment.
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17. 8. Training -Develop a training strategy to create
proficiency.
9. Monitor and Remediate-Measure adoption and
performance to address problems.
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18. After identifying areas need for change, it implement
change via following steps:
A.Management Support for Change
Management shows support for changes by
communicating & interacting with staff.
B. Case for Change-developing a narrated case which
shows need of Change.
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19. C. Employee Involvement
involve employees, specifically changes that affect
how employees perform their jobs.
D. Communicating the Change
Communicating change should be structured and
systematic way.
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20. E. Implementation-Implementing change with a logical
order.
F. Follow-up-follow-up after implementation and assess
how the change is working.
G. Removing Barriers.
H. Celebrate-It is important to celebrate successes along
the way as changes are made.
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21. Creativity - Combining new ideas in unique ways or
making unusual connections
Innovation- a Process of taking creative idea and
making into a useful product, service, or method of
operation
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23. Innovation is a key characteristic of entrepreneurial
ventures.
Entrepreneur must have a supportive culture to
flourish innovation
Need to be able to do something with ideas
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Editor's Notes
Changes in the managerial personnel- new manager brings his own ideas and way of working in the organization.
Deficiency in Existing organization- deficiency in organizational arrangement ad process.like, lack in co-ordination between various departments, obstacles in communication,lack of cooperation between the manager and staffs .
