1. Managing Organizational Change

2. Organizational Change

3. OBJECTIVE To know how to value the principle of
organizational change management.

4. Change is a COMPLICATED,
often PAINFUL process!

5. Organizational Change
is the adoption of new idea or
behavior by an Organization.

6. Three-Stage Process of Organizational Change
STAGE 1 - UNFREEZING
STAGE 2 - CHANGING
STAGE 3 - REFREEZING

7. Three-Stage Process of Org Change creating a FELT need for change.
STAGE 1 - UNFREEZING
creating a FELT need for change.
most NEGLECTED yet ESSENTIAL part of unfreezing
Unfreezing is the stage of preparing a situation
for change.
A key factor in unfreezing is making people
knowledgeable about the importance of change
and how their jobs will be affected by it.

8. What is the reaction? What to DO?
STAGE 1 - UNFREEZING
Most people HATE change that doesn’t jingle in their
pocket.
What is the reaction?
RESISTANCE to change
What to DO?
GOOD PLANNING
* Enables US to anticipate problems
* Develop courses of action
* Deal with resistance to change

9. STAGE 1 - UNFREEZING What are these NORMS?
NORMS that currently EXIST must be CHANGE.
What are these NORMS?
4 MAIN CATEGORIES OF NORMS:
TECHNOLOGY - computers, test equipment weapons
system, etc.
TASK - general procedures, job steps, checklist, etc.
STRUCTURE - admin procedures, evaluation systems, etc.
PEOPLE - technical or leadership training, new jobs, etc.

10. STAGE 1 - UNFREEZING Forms of Resistance: 1. UNCERTAINTY
2. SELF-INTEREST
DIFFERENT PERCEPTIONS or
NO felt need to change
4. OVER-DETERMINATION

11. Forms of Resistance: Why??
STAGE 1 - UNFREEZING
Forms of Resistance:
1. UNCERTAINTY
Biggest cause of peoples resistance to change.
Why??
* Fear of the unknown - Can I do the new job? Can I
operate the new equipment?
* Threat to their security - Will I still have a job?

12. Forms of Resistance: Example:
STAGE 1 - UNFREEZING
Forms of Resistance:
2. SELF-INTERESTS
Involve considerations about the power or role in
the existing environment and the possible loss of
that power after change.
Example:
* Positions that involves MONEY!
* Juicy positions like Personnel, Intel, Operations and
Logistics.

13. STAGE 1 - UNFREEZING Forms of Resistance:
3. DIFFERENT PERCEPTIONS or no felt need
Although we think people recognize the need for
change, they may have different ideas about the
situation. Outwardly they may support it, but inwardly
they resist it.

14. STAGE 1 - UNFREEZING Forms of Resistance: 3. OVER DETERMINATION
Sometimes we over determined the changes that
we’re implementing. For example, the …..

15. STAGE 1 - UNFREEZING As SUPERVISORS what are we going to do?
Reduce RESISTANCE!

16. Methods to Reduce Resistance:
STAGE 1 - UNFREEZING
Methods to Reduce Resistance:
UNCERTAINTY
Education and Communication
Educating people about the need
for and the expected results of a
change.
Open communication help reduce
Uncertainty.

17. Methods to Reduce Resistance:
STAGE 1 - UNFREEZING
Methods to Reduce Resistance:
SELF-INTEREST
Participation and Involvement
Involve those affected by change;
It is time consuming but help ensure
commitment to the program.

18. Methods to Reduce Resistance:
STAGE 1 - UNFREEZING
Methods to Reduce Resistance:
DIFFERENT
PERCEPTION or
No felt need
Facilitation and Support
Introduce the change gradually,
provide additional training, reinforce
and encourage your people.

19. Methods to Reduce Resistance:
STAGE 1 - UNFREEZING
Methods to Reduce Resistance:
DIFFERENT
PERCEPTION or
No felt need
Negotiation and Agreement
Offer incentives to those who
continue to resist.

20. Methods to Reduce Resistance:
STAGE 1 - UNFREEZING
Methods to Reduce Resistance:
DIFFERENT
PERCEPTION or
No felt need
Coercion
Use of force to get people to accept
change but should be the last resort
because people’s attitudes can be
negatively affected and result in
adverse consequences in the long run.

21. STAGE 1 - UNFREEZING Is Resistance Harmful?
NO! In fact it may be quite logical to light problems
In a change proposal that had been overlooked.
OVERCOMING and MANAGING resistance is and
Important step in unfreezing.

22. STAGE 1 - UNFREEZING Force Field Model WHY?
One technique to help identify all aspects related to
an impending change is to use the
Force Field Model
WHY?
you try and decrease OPPOSING FORCES while you
increase SUPPORTING FORCES.
Change Agent must analyze restraining (opposing)
forces and devise ways to reduce them.
Also, recognize the driving (supporting) forces and
strengthened them.

23. What is your Role as Change Agent?
STAGE 2 - CHANGING
Is the actual modification of technology, tasks, structure
or people. Changing is anything that alters the status
quo.
What is your Role as Change Agent?
Monitor the change as it occurs, paying close attention
to people most affected by it.
It’s important for you to be there as the change is
implemented to deal with the problems that may arise.
Remember to go back to UNFREEZING if the CHANGE
isn’t going well.

24. What is your Role as Change Agent?
STAGE 2 - CHANGING
What is your Role as Change Agent?
it’s your responsibility to decide whether to
move forward.

25. Importance of REFREEZING
STAGE 3 - REFREEZING
Is the final stage in the change process. Here the
desired outcomes, the new norms, must be locked
in or refrozen so they become permanent.
Importance of REFREEZING
Change Agent must evaluate results, reinforce the
desired outcomes, and make constructive modifications
as needed.
REFREEZING is important because without it, the OLD
ways of doing things may reassert themselves.

26. Organizational Change
Adoption of new idea or behavior
3 Stage-Process of Org Change
Unfreezing, Changing and Refreezing
Forms of Resistance to Change
Uncertainty, Self-Interest, Diff Perception and Over
determination.

27. 4 Main Categories of Change Methods to Reduce Resistance
Technology, Task, Structure or People norms
Methods to Reduce Resistance
Education and Communication, Participation and Involvement,
Facilitation and Support, Negotiation and Agreement & Coercion

28. QUESTIONS?

29. THANK YOU
& GOOD DAY!