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Technological Advancement leads to Organizational Change

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Bilal Nazir

on 18 November 2015

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Transcript of Technological Advancement leads to Organizational Change

Technological Advance leads to Organizational Change
Asma Amjad - 4202429
Bilal Nazir - 4343996
Gaurav Khanchi - 4385864
Khaled El Hakim - 3670585
Ubaid Ur Rehman - 4376868

Company Information
Value Chain
Research Methodology
Change Process
Who manged the change?
How change was manged?
Pendulum of Change
Issues & Analysis
People Barriers - Resistance to change
Cultural Aspect
Commitment and Compliance
Power and Politics
Evaluation of Change Process
Project Plan
Issue & Analysis
Behavioral Dimension
Cognitive Dimension

Self Interest
Power & Prestige
Psychological Impact
Job Insecurity

How it was managed?
Contingent Rewards
Incentive Programs
People Barriers - Resistance to Change
Company Information
Hayel Saeed Anum Group of Companies Ltd

Family Owned Business
ERP implemented in 3 sister companies (out of 92)
National Food Industries Company Ltd (4 billion USD)
National Biscuit & Confectionery Company Ltd (1.2 billion USD)
Omar Kasim AlEsyai Trading Ltd ( 750 million USD)
38000 employees (3200 Employee affected)
32 billion USD Revenue 2012
Operating in 75 Countries
Company's Value Chain
Type of Change
Transformational Change

Impact of Change
Technological Change
Role Change
Research Methodology
Telephonic Interview
Chief Accountant NFIC

Personal Observation
SAP Consultant

End User
Super User

Change Process
Who Manged the Change Process
DGM as Change Manager
Middle Managers
TCS as External Consultants
Super User
How Change was Managed
Effective Communication

Department Meetings


Kick off meeting
Steering Committee Meetings
Pendulum of Change
Cultural Aspects
Power or Political
Organizational Commitment
Evaluation of Change Process
Project Plan
Developmental to Transformational change
Hierarchical Structure

Strong Control

Stable Governance

Low Participation of Employees
No Political issues

Power Issues Involved
Loss of power
Status Quo
How It was Managed ?
Proper Communication
Key to manage change

Performance Dip

Strong Trust
"... ability to influence a group towards the achievement of a vision or set of goals"

(Robbins,Judge 1984)
Team Selection

Resistance from Board of Directors
Leaders are:
1. Future Oriented
2. Creative
3. Visionary
4. Integrator
5. Persuasive
6. Decisive
7. Charismatic
8. Emotional Intelligent
Tribal traditions influence

Authoritative style

Shaikh system

Manager on seniority basis

Lack of Merit System
Leadership Style
Major specifications:
1. Hierarchical Power
2. Compliance of regulation
3. Priority of relation
4. Instability and hesitance in DM
5. Paternalism system in Leadership
6.npotism in high organizational level
7. Open door policies

……..works like glue which is inevitable for the bonding of employee and their alignment with the change goals. (Bergman 2006)
employees were committed towards:
• Organizational values
• management philosophy
• top management commitment
• organization but not towards strategic change initiatives

Comply to change with triggers like:
motivation towards work
appropriate communication
training and technical assistance
rewards and incentives in terms of promotion

Compliance to Change
No Post Implementation Review
Recommendation for Post Implementation Review
Survey Employees
Engagement with organization
Benefits provided by SAP ERP to individual and Organizational level
Impact of SAP ERP implementation
How employees would like to see SAP ERP in future
Successful Implementation of SAP ERP without OD Principal
OD practices are not usually exercised during SAP ERP implementation
Change of Leadership style to manage change effectively
Merit Base High Roles
13th May 2014 Presentation version complete
15th May 2014 Presentation ready
16th May 2014 Presentation converted into Prezi and Hard Copy Ready for submission
19th May 2014 individual contribution for the group case study report ready
20th April 2014 - Group Introduction and Understanding of the assignments.
27th April 2014 - Discussion regarding Presentation and Major Report
29th April 2014 - To discuss the version 1 of the presentation
11th May 2014 - To synchronize individual work with the Major Report.
17th May 2014 - To finalize the Major Report
Topics covered
Organizational trust
Commitment and compliance to change
Organizational culture
Resistance to change
Managing change
Work progress
90% complete
Tools used
Google Drive To share the individual work, templates, survey results, questionnaire, presentation and simultaneously changing the documents.
Prezi For presentation

Project Plan Cont.
How DGM Handle The Challenges
Board of Directors Meeting
Benefits Of SAP ERP

Use of Machiavellianism
Bergman, M. E. 2006. The relationship between affective and normative commitment:
Review and research agenda. Journal of Organizational Behavior, 27: 645–660
Full transcript