University of Management & Technology
CHANGE
MANAGEMENT
RANA SHER KHAN BABER
Introduction Expectations Norms & Policies Assessment
CHANGE MANAGEMENT
Norms & Policies:
Attendance on timely arrival; Absent if late for 10 min
Switch off Mobile phones
Student’s responsibility to check University email regularly
Minimum 80% attendance to be eligible for final exam
Be honest and avoid any plagiarism / unfair mean during
assignment / project / test / quiz / exam.
CHANGE MANAGEMENT
Assessment Methodology:
Class Participation -
Keywords 10%
Assignments - 10%
Quizzes - 15%
Presentations - 15%
Mid Term Exam - 20%
Final Exam / Project - 30%
CHANGE MANAGEMENT
Course outlines:
Week Topics / Contents
1 Introduction to course and overview of Change Management
2-3 Planned models of Change
4-5 Quiz, Analytical models of Change
6 Class activity, Case Study, Project
7 Quiz, Literature review, relevant articles and variables
8 Mid Term
9 Understanding resistance and strategies to overcome resistance to change
10 Planning and executing Change, Project management and Change
11 Quiz, Case study
12 Success factors in Change Management
13 The future of Change Management
14 Presentations
15 Presentations
16 Final Exam / Project
Change Management:
What is Change Management ?
Change Management
• Change ?
The only
Quiescence is difficult in the universe constant is
CHANGE
Only Change is permanent in the universe
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Change Management
• Change ?
The times have changed; so have their signs
New is the music, and so are the instruments
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Change Management
• Change ?
Stability is an illusion of eyes,
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Every atom in the world pulsates with change.
Change Management – Definition ?
• Change ?
• Change refers to any alteration or modification in the state of an entity,
organization, process, or system. It involves shifts in structures,
operations, behaviors, strategies, technologies, or culture within an
organization or environment.
• Change can be driven by external factors (e.g., market forces,
technological advancements, regulatory changes) or internal factors
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(e.g., organizational restructuring, leadership changes, or shifts in goals
and priorities).
Change Management – Definition ?
• Change ?
• Change refers to the process of becoming different or undergoing
a transformation, which can occur on an individual,
organizational, or societal level (Burnes, B. (2004). Managing
Change (4th edition))
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Change Management – Definition ?
• Management ?
• Management is the process of planning, organizing, leading, and
controlling resources to achieve organizational goals effectively
and efficiently (Robbins, S.P., & Coulter, M. (2016). Management
(13th edition))
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Change Management – Definition ?
• Change Management ?
• is the structured approach to transitioning individuals, teams, and
organizations from a current state to a desired future state in response
to changes.
• It involves the use of strategies and techniques to manage the human,
cultural, and organizational aspects of change effectively. The goal of
change management is to minimize resistance, enhance acceptance,
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and ensure that the change process is smoothly integrated into the
organization
Change Management – Definition ?
• Change Management ?
• Change management is a systematic approach to deal with the
transition or transformation of an organization's goals, processes,
or technologies. It involves managing the human side of change
to ensure that changes are successfully implemented and
sustained. (Kotter, J.P. (1996). Leading Change. Harvard Business
Review Press) Click on the model to interact
Change Management – Definition ?
• Change Management ?
• Change Management is about achieving an optimal design of the
path from the starting point to the goal . (Change Management
Fundamentals and Success Factors (Thomas Lauer))
Change Management – Definition ?
• Change Management ?
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Change Management ?
• Change Management addresses significant changes :
• Re-Structuring
• Re-Engineering (Processes)
• Mergers & Acquisitions
• Strategy change
• Cultural change
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Change Management ?
• Cultural Change (For Example):
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Change Management ?
• Human Response to Disruptive Changes:
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Change Management:
Paradoxical Nature of Change
Change Management:
• The Paradoxical Nature of Change:
• People have a natural resistance to change. (True / False)
• People get board with routine and seek out new
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experiences. (True / False)
Change Management:
• Why we remain unable to bring Change most often ?
• Is there any formula to ensure change ?
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Change Management:
Formula for Change ?
Change Management:
• Formula for Change:
• Amount of Change = (D * V * F) > R
• D = Dissatisfaction with the status quo (Pain)
• V = Vision of the future state (Hope)
• F = First step towards the vision (Action)
• R = Resistance of Change
Change Management:
• Dissatisfaction with the status quo:
• Waiting for a crisis to occur in order to initiate a change process is a reactive
approach. Proactive leaders and managers need to find other ways to initiate
organizational change without having to wait for a crisis to occur. Suggested
ways to create dissatisfaction with the status quo are:
• Sharing information about organization’s competitive environment
• Seeking employee’s perspective
• Involving employees in data interpretation
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• Setting high standards for performance
Change Management:
• Vision of the future state:
• After creating dissatisfaction with the status quo, Change leaders must
articulate a vision of the organization or future state. An inspiring vision would
provide a stimulus for the employees to strive towards achieving the desired
future.
• Design of the model of desired future state of the organization should be
developed by studying organizational data, analyzing the organizations’s
competitive environment and seeking input from
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leading consultants and
academics.
Change Management:
• First step towards the vision:
• Even if an attractive and appealing model of the future state of the organization
has been articulated by the leadership, it is still required to present a credible
process or a roadmap to take the organization to the desired future state.
• In the absence of such a process, the employees might regard the future
organization to be merely a pipe dream.
• Further, the commitment and motivation of employees would be higher if the
leaders have credibility and have earned the trust of
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the employees.
Change Management:
• Resistance of Change:
• The combined effect of all of the three variables described above (D, V, F) need
to be stronger than the perceived resistance of change by employees and other
stakeholders affected by the change.
• Most change efforts involve a shift in power therefore the cost of resistance
could be perceived in different forms, including the fear of job loss, reduction in
power, obsolescence of skills, increased uncertainty, and change in one’s
network of relationships. Change leaders must
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be aware of and ready to
address these costs.
Change Management:
Importance of Change in Modern Organizations
Importance of Change in Modern Organizations:
• In today’s fast-paced and increasingly competitive environment,
change is not just inevitable—it's essential for survival and growth.
• Modern organizations need to adapt, innovate, and evolve constantly
to maintain their relevance and success.
• Here are some key reasons why change is crucial in modern
organizations:
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Importance of Change in Modern Organizations:
• Adaptation to External Changes:
• Technological Advancements: The rapid pace of technological innovation (e.g., artificial
intelligence, automation, digital transformation) requires organizations to update their
systems, processes, and skills to stay competitive. (Apple, Uber)
• Market Demands: Consumer preferences and behaviors evolve continuously, and
organizations must adjust their products and services to meet these changing demands
(Netflix vs Kodak)
• Economic Shifts: Fluctuations in the economy, including recessions, booms, and new market
opportunities, force businesses to reassess their strategies and operations. (Covid-19)
• Regulatory and Legal Changes: Changes in Click
laws, regulations, or industry standards (e.g.,
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environmental regulations, data protection laws) often require organizations to make
adjustments in their practices and operations. (Real estate)
Importance of Change in Modern Organizations:
• Innovation and Competitive Advantage:
• Staying Competitive: Organizations that don’t embrace change risk becoming obsolete.
Innovating and adapting helps companies stay ahead of competitors and maintain
market leadership. (Microsoft Azure vs Google Cloud)
• Product and Service Improvement: Change is often driven by the need to improve
products, services, or customer experience. Continuous innovation is crucial to
differentiate from competitors and satisfy evolving customer needs. (Tesla EV)
• Globalization: As markets become more global, organizations must be able to respond
to international trends and opportunities, as well as manage diverse customer bases
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and supply chains. (Amazon Web Services, Covid 19 and Zoom)
Importance of Change in Modern Organizations:
• Improved Efficiency and Effectiveness:
• Process Optimization: Change can drive improvements in organizational
processes, making them more efficient, cost-effective, and aligned with best
practices. (McDonald)
• Resource Management: Adapting to changes may involve better utilization of
resources—whether human, financial, or technological—leading to increased
productivity and reduced waste. (Ford Motors)
• Agility and Flexibility: The ability to adapt quickly to changes in the
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environment, whether external (e.g., economic shifts) or internal (e.g., strategic
changes), enables organizations to be more responsive and resilient
Importance of Change in Modern Organizations:
• Employee Growth and Development:
• Skills Development: Change often requires employees to learn new skills, adopt new
technologies, or adjust to new ways of working. This helps employees grow
professionally and enhances their job satisfaction. (Microsoft)
• Organizational Culture: A focus on change can foster a culture of continuous learning,
growth, and innovation, making the organization a more attractive place to work and
increasing employee engagement. (Google)
• Leadership Development: Change provides opportunities for emerging leaders to step
up and lead teams, allowing for better succession planning and leadership development
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within the organization. (General Electric (GE) – Jack Welch’s Leadership Programs)
Importance of Change in Modern Organizations:
• Sustainability and Long-term Survival:
• Adaptation to Market Trends: Organizations that fail to evolve with changing
market trends and conditions risk stagnation. Regular, proactive change helps
businesses stay relevant and sustainable in the long run. (Nokia’s failure)
• Crisis Management: In times of crisis—such as financial downturns, health
pandemics (e.g., COVID-19), or natural disasters—organizations need to rapidly
adapt to new conditions to ensure continuity and recovery.
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Importance of Change in Modern Organizations:
• Building Organizational Resilience:
• Handling Disruptions: Modern organizations face unpredictable disruptions,
such as natural disasters, technological shifts, or geopolitical events. Change
management helps organizations develop the resilience to manage these
disruptions effectively. (Apple after 2011)
• Crisis Response: Having a culture of adaptability enables organizations to
respond quickly and decisively to crises, minimizing negative impacts and
accelerating recovery. (Toyota after 2011)
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Importance of Change in Modern Organizations:
• Improving Customer Experience:
• Meeting Customer Expectations: As customer expectations evolve, organizations must
adapt their products, services, and customer engagement strategies to ensure
satisfaction. (Starbucks)
• Personalization: In the digital age, customers expect personalized experiences. Change
allows organizations to leverage data and technology to better serve customers and
build long-term relationships. (Uber)
• Enhancing Brand Reputation: Organizations that are seen as adaptable and responsive
to customer needs and market changes are often viewed positively, strengthening their
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reputation and brand loyalty. (Hilton)
Importance of Change in Modern Organizations:
• Strategic Alignment and Growth:
• Aligning with Strategic Goals: Change often arises from a desire to better align
an organization’s operations, culture, and resources with its long-term strategic
goals.
• Market Expansion: Change is a catalyst for entering new markets, expanding
product lines, or diversifying operations. It helps organizations grow and take
advantage of new business opportunities. (Microsoft acquired LinkedIn)
• Mergers and Acquisitions: Mergers, acquisitions, or partnerships often require
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significant organizational change, and managing that change is critical for the
success of these initiatives. (Facebook / Meta acquired WhatsApp, Instagram)
Assignment ?
• Select an organization
• Study the last major change occurred in the organization
• Identify the need of a new change