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Organizational Change

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vincent douse

on 20 July 2014

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Transcript of Organizational Change

Effects of resistance to change
HOW TO FIGHT RESISTANCE
Change Management Example
Outline
INTRODUCTION

UNDERSTANDING RESISTANCE

ACTIVITY

EFFECTS OF RESISTANCE TO CHANGE

HOW TO FIGHT RESISTANCE

MANAGEMENT TO CHANGE

CONCLUSIONS
During change

After change

Before change

Desired
conditions

Current conditions

Driving forces

Lewin’s Force Field Analysis Model

Resistance to change

Driving forces

Resistance to change

Driving forces

Resistance to change

"Change management is an approach to transitioning individuals, teams, and organizations to a desired future state"
According to research by McKinsey & Company, about 70% of all changes in all organizations fail.
Eaton (2010) reports 70 percent failure rates on change initiatives and suggest that the low success rate in change programs can be attributed to employee resistance to change


Did you know 70% of all changes attempted in organizations fail?

threats
reputation
self-esteem
Latest Thinking
Overcoming resistance
Education and communication
Participation
Build support and commitment
Develop positive relationships
Implement changes fairly
Select people who accept change
Manipulation and cooptation
Coercion


Speak to loss
Get them on the bus
Skin in the game or stockholder
Celebrate success
Use humor


funny change


References
Robbins, S., P., & Judge, S., A.(2012). Essentials of Organisational Behavior. Boston: Pearson.
Sonja, A., John, M., & Leslie, B.(2013). Change Resistors: People Who Block Change Initiatives and 5 Tips to Overcome Resistance. Journal of Public Health Management and Practice, 19(5), 483-484.
D.Miller, ‘Building Commitment to major change-what 1700 change agents told is really works’ Developing HR Strategy no.22 (September 2008)
Jaramillo, F. Prakash, J. Onyemah, V. Rivera, M. 2012. Salespersons resistance to change: an empirical investigation of antecedents and autcomes. International Jornal of Bank Marketing, 30: 548-566
Moultry, L. Negative Effects of Resistance to Change to an Organization, http://smallbusiness.chron.com/negative-effects-resistance-change-organization-24340.html,
Maurer, R.,Why 70% of Changes Fail, http://www.reply-mc.com/2010/09/19/why-70-of-changes-fail-by-rick-maurer/, September 19,2010
Bushe, G. R. (2011). Appreciative inquiry: Theory and critique. The Routledge Companion To Organizational Change. Oxford, UK: Routledge.
Organisational behaviour : Core concepts and applications (2010). (2nd Australasian ed. ed.). Milton, Qld.: John Wiley & Sons Australia.
Garber, P. (2013). Managing Change at Work, Training and Development, Jan, 67(1), 49-51.
McShane, S. L., Travaglione, A., & Olekalns, M. (2012). Organisational behaviour: Emerging knowledge : Global insights. North Ryde, N.S.W: McGraw Hill Australia.sational behaviour: Emerging knowledge : Global insights. North Ryde, N.S.W: McGraw Hill Australia.
Change
Management
Example
Conclusion
43% of managers find resistance to change as a primary barrier to workplace productivity
21% of change agents acknowledged that employees still resisted a specific major change one or two years after it was implemented
Understanding
resistance

The Organisational Change Journey
The Four-D Appreciate inquiry Model
Organizational change management
Positive Core
strengths

peak experience

best practice

successes

key learning
discovery
Dream
Design
Destiny
Four-D Model process
why employees
resist change?
direct costs

saving face
fear of the unknown

breaking routines

incongruent team
dynamics
incongruent organisational
systems
I - Assess
II - Design
III - Construct
IV - Implement & Measure
+ effort
- reward
Stakeholders Engagement & Communication
EFFECTS OF RESISTANCE IN ORGANIZATIONAL BEHAVIOUR
Lower Morale
Lessened Efficiency
Disrupting Work Environment
Deviant Behaviour
uncertainty
No comfort zones
old paradigms
structural confines
unfreezing
moving
refreezing

Introduction
Full transcript