The term ―change refers to any alteration which occurs in the overall work environment of an organisation
Forces of change
- Marketing conditions
- Social changes
- Political forces
- Changes in managerial personnel
- Changes in operative personnel
- Deficiencies in existing structure
- Culture (changing the values & goals of the organisation)
- Structure (altering authority relations, coordination mechanisms, job redesign)
- Technology (modifying how work is processed and methods & equipment used)
MINIMISING RESISTANCE TO CHANGE
- Employee Involvement
- Stress Management
Conditions for diffusing change
- Successful pilot study
- Favorable publicity
- Top management support
- Labour union involvement
- Diffusion strategy described well
- Pilot program people moved around
Anyone who possesses enough knowledge and power to guide and facilitate the change effort
–Help develop a vision
–Communicate the vision
–Act consistently with the vision
–Build commitment to the vision
Forms of Resistance to Change
- Voicing complaints, engaging in job actions
- Loss of employee loyalty and motivation,
- Increased errors or mistakes
- Increased absenteeism
Overcoming Resistance to Change
Education and Communication
–This tactic assumes that the source of resistance lies in misinformation or poor communication.
–Prior to making a change, those opposed can be brought into the decision process.
Facilitation and Support
–The provision of various efforts to facilitate adjustment.
–Exchange something of value for a lessening of resistance.
Manipulation and Cooperation
–Twisting and distorting facts to make them appear more attractive.
–The application of direct threats or force upon resisters.