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TYPES OF CHANGE

How to bring about the necessary change?

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TYPES OF CHANGE

Strategic changeCultural changeStructural change

Tasks change Technological changeChanges in people attitudeand skills

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STRATEGIC CHANGE

Strategic change means changing the organizational vision,mission, objectives and of course the strategy to achieve thoseobjectives.Strategic change may then require other changes, for

instance, in the firms production technology, structure and culture.

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Organizational culture is the collectivebehavior of humans that are part of anorganization, it is also formed by theorganization values, visions, norms, workinglanguage, systems, and symbols, it includesbeliefs and habits.

A change in a company's shared values andaims is called cultural change HR plays animportant role in changing culture.

It refers to a change in employees values,norms, beliefs and behaviour.

Cultural change pertains to he wholeorganization.

CULTURAL CHANGE:

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Any change in how the organization ismanaged falls in this category.

As organization structure is defined ashow task are formally divided, groupedand coordinated.

Ex departmental responsibilities can becombined, vertical layers removed and

span of control widened to make theorganization flatter and less bureaucratic,increase in decentralization may increasethe decision making process, org can shiftfrom simple structure to team basestructure, jobs can be redesigned.

STRUCTURAL CHANGE

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Technology change is basically related to

organizational production process.

TC are designed to make the production of a product or service more efficient.

Adoption of Robotic to improve efficiency.

TECHNOLOGICAL CHANGE

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CHANGES IN PEOPLE, ATTITUDE AND SKILLS

Sometimes employees themselves must change. For exampletraining and development techniques such as lectures,conferences and on -the- job training are often used toprovide new or present employees with the skills they need

to perform their job adequately

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TYPES OF CHANGEContinuous or incremental change.Discontinuous or radical change.Participative and directive change.

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CONTINUOUS AND DISCONTINUOUS CHANGES

One is Slow and Incremental Change.Other is Rapid and Radical and DiscontinuousAny change process has element of continuity anddiscontinuity.

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TUSHMAN, NEWMAN AND ROMANELLI MODEL

Organisation is in equilibrium when there is a perfect alignmentbetween structure, strategy and external environment.

Such org. experiences 2 kind of change:Incremental called as Convergence .

Minor changes : strategy, structure, people and processes.Involvement of middle management and top management is

not involved.Discontinuous called as framebreaking/Upheavel

Occur in response to or in anticipation of criticalenvironmental changes:

Industry discontinuities.Product life cycle shifts.Internal company dynamics.

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Frame-breaking change involves:

New definition of company mission and core values

An alteration in the distribution of power.

Modification in structure, policies.

New executives brought inside at key managerial position.Cannot be implemented slowly.

Generates resistance.

Risky, longer the period of implementation greater the period of instability and uncertainty .

Top management must be involved.

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Leadership is central to effective strategic change

Reactive Change: change made in direct

response to the externalenvironment.

Recreation

STRATEGIC

CHANGE

Anticipatory Change made in expectation of

a future event. Re-orientation

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PARTICIPATIVE AND DIRECTIVE CHANGESApproach to implement change.

Participative: people should be involved and given anopportunity to participate in the planning andimplementation of change.

Reduces resistance Yields better plan for change

Directive:discontinuous change needs to be implementedswiftly.directive approach is more effective as it is less

time consuming and gives less time for resistance.Downsizing, de-layering and restructuring arecommon