Friday, 17 January 2020

Unit 13: Change Management

0 comments

Unit 13: Change Management

For organisations to develop, they often must undergo significant change at various points in their development.

Organisational Change occurs when an organisation evolves through various life cycle.

Significant organisational change occurs, when an organisation changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates.

Leaders and managers continually make efforts to accomplish successful and significant change.

The changes that bring a complete overhaul are most often than not resisted by the others first.

It is very important that the staff be made to understand the necessity for the change.

There are many approaches to guiding change – some planned, structured and explicit, while others are more organic, unfolding and implicit.

Different people often have very different – and strong – opinions about how change should be conducted.

Whatever resistances or objections, if the change is essential and justified, it must be undertaken, as they say- the only constant factor is change.


Coercion: Coercion is the application of direct threats or force on the resisters.

Disengagement: Psychological withdrawal from change.

Dis-identification: The absence of identification, the absence of the self-image.

Global Economy: The global economy means competitors are likely to come from across the ocean.

Globalization: Globalization of an organisation means rethinking the most efficient ways to use resources, disseminate and gather information and develop people Manipulation: Manipulation refers to covert influence attempts.

Organisational Change: Organisational change refers to a modification or transformation of the organisation’s structure, processes or goods.

Planned Change: Planned change is change resulting from a deliberate decision to alter the organisation.

Power Players: The power players in the global market are the multinational and trans-national organisations.

Refreezing: Refreezing is the third of Lewin’s change transition stages, where people are taken from a state of being in transition and moved to a stable and productive state.

Unfreezing: Unfreezing is the first of Levin’s change transition stages, where people are taken from a state of being unready to change to being ready and willing to make the first step.

Unplanned Change: Unplanned change is imposed on the organisation and is often unforeseen.

No comments:

Post a Comment