organisational change: its forces, factor affecting and its types

organisational change and its intervention strategies

1. Presentation on topic :- Organisational change:-its forces , factors affecting and its types Presented by :- Sangeeta Saini M.Com (final) 671

2. Organisational change. Forces for organisational change. Factors affecting organisational change. Types of organisational change. Conclusion.

3. Organisational change Organisational change as a process is simply modification of structure or process of a system. It may be good or bad. In simple words, change may refers to any alteration which takes place in overall work environment of an organisation.

4. Change affects an individual , a group and the whole of the organisation. If the change is beneficial to parties , it may be immediately accepted. On the other hand , if the change is not beneficial to parties , they will resist change.

5. External forces of change Government rules and regulations :- from time to time government bring changes in their policies ,rules and regulations with necessitate change in the organisation. Example :- the government policy to privatise the power sector encouraged many big corporate houses to diversify into power sector. Technological advances :-It is the major external force which calls for the change. The adoption of new technology such as computer , telecommunication system and flexible manufacturing operations have affected the working of all the organisation. Change in people requirements :-in these days being buyer’s market, customer does not want to purchase what is given to him ,rather he goes to purchase what he desire to purchase . So the seller have to produce and provide product and services to customers exactly as per their requirements. In service industry ,Example 5 star hotel have started providing new services such as business centre's , conference hall facilities etc.

6. Marketing competition :- at present marketing condition are no more static. They are in the process of rapid change as per the needs ,desires and expectations of the customer are changing. New media of advertisement and publicity are being used for influencing the customers. Social changes :- it is found that because of fast spread of education , knowledge explosion, and government efforts ,social changes are taking place at fastest speed. Social equality like equal opportunity to women, equal pay for equal work have posed new challenges for management.

7. Internal forces of change Deficiencies in existing management structure :- sometimes change are necessary because of some deficiencies in existing organisational structure , arrangement and processes. These deficiencies may be in the form of : Larger no. of managerial levels Lack of co-ordination among various departments Obstacles in communication etc. All these deficiencies requires change and revision from time to time. Change in managerial staff:- with the passage of time due to high degree of professionalism and specialisation old managers have to replaced by new managers. Qualified manager with broader vision bring their innovative ideas.

8. Change in operative staff :- with the change of time the profiles of worker has also changed . New generation of workers have better education qualification, broader vision and even they question the authority to their managers. Resource constraints :- resources refers to money , material , machinery , personnel , information and technology. Inadequacy of these resources may result in a powerful change force for organisation.

9. Factors affecting organisation change Psychological factors :- one of the most important psychological factor affecting attitudes is the individual reaction to stress. Some employees are rather comfortable under stress but some people cannot bear stress and seek a calm environment. Personal factors :- one of the most important personal factor is experience. People who have faced similar changes in the past draw the results on the basis of those changes and evaluate the current change i.e. same people are flexible to change but other may not be. Social factors :- social factors refers to the individuals work group. If the change is as per the norms and values , the group will accept the change. If management attempts to bring about organisational changes that will breakup the group , the member will resist to change.

10. Types of change Example :- if the worker in an organisation are demanding the introduction of concept of “profit sharing” and they go on strike to press their demand . The change would be reactive if the profit sharing plan is introduced because of pressure and strike of workers. Reactive change Reactive change is brought by the management under pressure since the survival of the organisation is in danger.

11. Planned change is a proactive approach. Proactive management tries to anticipate future and bring the changes accordingly . Example :- If management introduces on its own profit sharing plan to enhance productivity , such change would be called proactive or planned change.

12. Organisational level change Changes at organisational level are being made at senior management level. These types of changes occur over a long period time and require considerable planning for implementation. Individual level change it is a change which is at an employee’s level , which may arise due to job enlargement, job re-designing and job loading. Individual level change will have impact on the group which in term will influence the whole organisation.

13. Developmental change Development changes are those you make to improve current business procedures. Example :- improving existing billing and reporting system Updating payroll procedure etc.

14. Transitional change Transitional change involves the replacement of a current process with that new to the company. Example :- merger , acquisition , new product creation and implementation of new technologies.

15. Strategic change Change that is addressed to the organisation as a whole or to most of the organisation component including strategy may be called strategic change. Example :- change in the organisation management style.

16. Conclusion In conclusion ,we can say that organisations implement change to increase the effectiveness of the business. Employees tend to resist changes due to several reasons. But organisation are not static ; they are continuously changing in response to variety of forces coming from inside and outside pressures.