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How to ManageHow to ManageOrganizational ChangeOrganizational Change
U.PriyadharshiniU.Priyadharshini09mba02109mba021
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ChangeChange
Coping process ofmoving from aCoping process ofmoving from a
unsatisfactory present state to a desired stateunsatisfactory present state to a desired state
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Approaches to managing change inApproaches to managing change in
an organizationan organization Lewins Three step modelLewins Three step model
Kotters eight stepplanKotters eight stepplan
Action researchAction research ForceForce--Field AnalysisField Analysis
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Lewins Three step modelLewins Three step model
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UnfreezingUnfreezing
Helppeople accept that change is neededHelppeople accept that change is needed
because theexisting situation is notbecause theexisting situation is not
adequateadequate
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ChangingChanging
Involves rearranging ofcurrent workInvolves rearranging ofcurrent work
norms and relationships to meet newnorms and relationships to meet new
needsneeds
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RefreezingRefreezing
Reinforces thechanges made so that theReinforces thechanges made so that the
newways ofbehaving become stabilizednewways ofbehaving become stabilized
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Action ResearchAction Research
Refers to a changeprocess based on theRefers to a changeprocess based on the
systematic collection of datasystematic collection of data and thenand then
selection of a change actionselection of a change actionbased on what thebased on what the
analyzed data indicateanalyzed data indicate
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ForceForce--Field AnalysisField Analysis
This was developed by Kurt Lewin as an aid toThis was developed by Kurt Lewin as an aid to
decision making, problem solving,decision making, problem solving, andand
conflict prevention.conflict prevention. Lewin assumes that in every situation there areLewin assumes that in every situation there are
bothbothDriving & Restraining forcesDriving & Restraining forces whichwhich
influence any change that occursinfluence any change that occurs
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Driving ForcesDriving Forces
Factors which affect a situation byFactors which affect a situation by
pushing in a particular directionpushing in a particular direction
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Restraining ForcesRestraining Forces
Forces that act to restrain or decrease theForces that act to restrain or decrease the
driving forcedriving force
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Human Reactions to ChangeHuman Reactions to Change
AcceptanceAcceptance
ResistanceResistance
IndifferenceIndifference Forced AcceptanceForced Acceptance
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Reasons for Resistance to ChangeReasons for Resistance to Change
Selective PerceptionSelective Perception
LackofInformationLackofInformation
Fearofthe UnknownFearofthe Unknown HabitHabit
Resentment Toward theInitiatorResentment Toward theInitiator
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Overcoming Resistance to ChangeOvercoming Resistance to Change
Education and CommunicationEducation and Communication
Participation and InvolvementParticipation and Involvement
Facilitation and SupportFacilitation and Support Negotiation and AgreementNegotiation and Agreement
CoercionCoercion
Promote PositiveAttitudes Toward ChangePromote PositiveAttitudes Toward Change
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