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Managing change and innovation
Transcript of Managing change and innovation
Camille De Benis
Elisabeth De Sonis Kurt Lewin’s model of change Definition
Organizational change occurs when business strategies or major sections of an organization are altered
Is managing the impact of this crucial adaptation can have on an organization people WHY IS CHANGE IMPORTANT IN AN ORGANIZATION ? EXTERNAL FORCES INTERNAL FORCES Technology
Globalization Crisis situation
Employees expectations FORCES OF CHANGE HOW CAN AN ORGANIZATION MANAGE CHANGE PROCESS ? KURT LEWIN'S MODEL OF CHANGE JOHN KOTTER'S EIGHT STEPS PROGRAM Identify forces that cause resistance to change
Diagnose forces driving and resisting organization change
Recognize strategies that can increase motivation to change FORCES BLOCKING CHANGE Uncertainty regarding change
Fear of unknown
Disruption of routine
Loss of benefits
Threat to security
Threat to position power
Redistribution of power
Disturb existing social networks
Conformity to norms and culture LET'S HAVE A CLOSER LOOK :
WHO & WHAT IS INVOLVED ? MAJOR FACTORS AFFECTING SUCCESS OF CHANGE Two major considerations in organizational change A CHANGE MODEL Climate conducive to change.
Clearly articulated vision.
Leadership of managers. STRATEGIES TO INCREASE MOTIVATION Participation of members.
Negotiation, agreement, and politics.
Power strategies. Motivation by management What’s the stress?
It is a natural and physiological reaction
Why an employee feels this sensation?
Be linked to a change of habits in the methods of work WHAT MANAGERS NEED TO KNOW ABOUT EMPLOYEES STRESS DIFFERENT HALFWAY OF THE EMPLOYEE'S STRESS The professional factors :
The interpersonal relationships (with his boss, his colleagues)
A pressure getting stronger and stronger, with a race for productivity and performance for example
The unceasing changes and the doubts hanging over the company
The personal factors :
If he doesn’t manage to forget it at work WHAT ARE THE STRESS FACTORS? The manager has to be brave and take his responsibilities
Set up equal working groups
"Teddy bear Factor"
" Nearness of job“
Express the disagreements
Autonomy in front of new tasks
The support of the manager
How can the company, and the manager in particular, avoid the stress of theirs employees?
And particularly during the periods of change ?
The company was at the heart of a social and
media crisis: the Observatory of the stress
listed 35 suicides (today we count more than 50)
To answer to the urgency, the company started to train the managers to detect the suffering employees
One hundred of managers of proximity were also hired in 2010. One hundred more will be this year Example with the company
"Besides the situation of suffering that certain employees knew, we noticed that there was a more global feeling of loss of confidence and incomprehension “
HR MANAGER of France Télécom. TECHNIQUES FOR STIMULATING INNOVATION 2. Continuously experiment 3. Take risks and allow yourself to occasionally fail 1. Be open and receptive to news ideas 4. Facilitate employees — step-by-step, activity-by-activity — while utilizing different innovative thinking tools, to create and develop their own ideas THANK YOU!