Yang di letak di PPT

Introduction

we are motivated to behave as we do at work because we receive a combination of rewards and

punishments:

1. We receive something nice.

2. Something nasty is taken away.
3. Something nice is taken away.
4. We receive something nasty.

The change process

- objectives and outcomes;

- planning the change; and
- people.

Objectives and outcomes

- the trigger
- the remit
- the assessment team
- the assessment
Introduction

- We live in an age where more and more attention is focused on technology, whether this be in
terms of factory automation, home appliances, virtual reality systems or the fabled ‘internet of
things’
- This is why successful organisational change is so dependent on achieving the appropriate
behavioural change
- These range from changes aimed at individuals, such as IT training, to changes aimed at the
entire system, such as organisational restructuring. An example of the former would be an
organisation upgrading from Windows 8 to Windows 10 and providing staff with training to use
the new operating system.

we are motivated to behave as we do at work because we receive a combination of rewards and

punishments:

1. We receive something nice.

2. Something nasty is taken away.
3. Something nice is taken away.
4. We receive something nasty.

The change process

1. Objectives and outcome

70% of change is fail

Many reasons for this have been given

a. including complacency,
b. poor communication,
c. weak leadership,
d. lack of value alignment,
e. inappropriate culture
f. political infighting

and there is 4 aspect by burnes’s that important to deal with to make sure everything is fine

- The trigger =
o Company vision and strategy
o Performance indicator that need to change
o Suggestion
- The remit = This should state clearly
o the reasons for the assessment,
o its objectives and timescale, and
o who should be involved and consulted
- The assessment team = These are the people who will assess the need for change. In most cases,
this should be done by a multi-disciplinary team consisting of representatives from the area or
areas affected (both managers and staff), specialist staff (e.g. finance, technical and HR) and,
where appropriate, a change specialist, either an internal facilitator or an external consultant
who is a specialist in organisational change.

- The assessment =

o Clarification of the problem or opportunity

o Investigate alternative solutions
o Feedback
o Recommendations and decision. (SMART)
 Specific
 Measurable
 Attainable
 Relevant
 Time-bound
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