A complete assignment and presentation on Organizational Change Management is available for download. This assignment and presentation describe the following topics: What is change management? Use of change management, value of change management, managing change in an organization, change management principle, characteristics of effective managers of change, organizational change, factors effecting in organizational change, 10 types of organizational change, planned organizational change, planned change types, steps in planned change, importance of planned change and designing change in public financial management lessons from Pakistan. Download complete files free.
Summary of Organizational Change Management:
Change is inevitable in organizations. The trend today is toward the learning organization, which embraces continuous learning and change. Managers should think of change as having four elements—the forces for change, the perceived need for change, the initiation of change, and the implementation of change. Forces for change can originate either within or outside the firm, and managers are responsible for monitoring events that may require a planned organizational response. Techniques for initiating changes include designing the organization for creativity, encouraging change agents, and establishing new-venture Teams. The final step is implementation. Force field analysis is one technique for diagnosing restraining forces, which often can be removed. Managers also should draw on the implementation tactics of communication, participation, negotiation, coercion, or top management support. Also discussed are specific types of changes. Technology changes are accomplished through a bottom-up approach that utilizes experts close to the technology.
Successful new-product introduction requires horizontal linkage among marketing, research and development, manufacturing, and perhaps other departments. Structural changes tend to be initiated in a top-down fashion, because upper managers are the administrative experts and champion these ideas for approval and implementation. Culture/people change pertains to the skills, behaviors, and attitudes of employees. Organizational development is unimportant approach to changes in people’s mind-set and corporate culture. The OD process entails three steps—unfreezing (diagnosis of the problem), the actual change (intervention), and refreezing (reinforcement of new attitudes and behaviors)
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Organizational Change Management
Organizational Change management