MANAGEMENTOF CHANGE

The Process of planned change comprises the following steps : 1. Identify the need for change :
i ) Employee turnover. ii ) Change related role conflicts. iii) Mounting problems from its growing size. iv) Any other internal change

External Forces
i) Technological change ii) New marketing strategies iii) New production techniques, etc.
Performance gap : A disparity between existing and desired performance levels.

2.Diagnose the Problem

Structure

Technology

Strategy

Products

Culture/People

3. Plan the Change

i) When to bring the change (Timing) ii) How to bring the change (Methods) iii) Who will introduce the change ( change agent)

Necessary steps for bringing about change

make clear the need for change or provide a climate in which group members feel free to identify such needs. Permit and encourage relevant group participation in clarifying the needed changes. State the objectives to be achieved by proposed changes. Establish the broad guidelines for achieving the objectives. Leave the details for implementing the proposed changes to the group in the organization or to the personnel who will be affected by change. Indicate the benefits or rewards to the individuals or groups that are expected to accrue from the change. Materialise the benefits on rewards i.e. keep the promises made to those who made the change.

4. Implement the change

Implication
Need to motivate

Action Steps
Invite participation from people. Offer appropriate rewards. Encourage open communication. Explain why change is essential. Use multiple and consistent leverage points. Develops organizational arrangements for transition. Build in feedback mechanism. Assure the support of key groups. Use leader behavior to get support of change. Use symbols and language.

Need to manage the transition

Need to shape the political domain

5. Follow-up and feedback