Chapter 18 :
Change Management
Strategies
Group Members :
Kamini
Neeraj
Mayank
Padma
• What is Strategy ?
• Levels at which Strategies are framed ?
• Corporate
• Competitive or Business
• Operational Level
• Strategies for OCD are framed at the top level and cascade to all levels
down the line through Change Agents : Top - Down Approach
• Strategic Change Management Requires
• Creative Planning
• Skilful Communication
• Development of Coherent Change Programmes
• Strategic OCD identifies the Strategic strengths, weaknesses ,
opportunities and threats , and then develops strategies to move the
organisation in the right direction.
• Strategic OCD integrates three critical organisational activities
• Strategic Planning
• Performance Management
• Leadership Development
• Strategic OCD requires that the top management work together in a
collaborative manner.
01 06
Develop Mission
Develop
and Vision
Action
1. Strategic plan is a process of think Statements
plans
02
through the current mission of the
organisation , taking into account both
external and internal environmental Conduct
conditions Strate gic
SWOT
2. There are two types of plans Analysis Planning
Process for
05
1. Functional Plans
Or ganisational
2. Grand Plans Identify
Change
and
3. Strategic Planning is the process by
which an organisation envisions its articulate
future and develops the necessary
procedures and operations to achieve
03 core values
it Identify 04 Prioritize
Issues issues and
craft a goal
statement
1. People working in the same organisation react differently to change.
2. Through organisational change and development it is necessary to address
the common needs of all.
3. Organisational change need not always benefit people. It is for the long
term sustainability of the organisation
4. Expectations of the organisations need to be managed realistically.
5. Fears of the people need to be assuaged , showing long term perspective.
• Share information with people in an open and honest manner.
• Develop an effective communication strategy to ensure efficient
dissemination of information, so that employees do not speculate
through grapevine.
• Ensure people get opportunity to make informed choice
• Ensure people get an opportunity to express their views.
• Focus on developing people through coaching , counselling and
information sharing.
• Tell people what they can do to avoid loss.
Readiness assessment
Resistance Management
[Link] plan
documenting the Change Management Execution
primary actions and 1. Resistance of
employees at all levels Change Management
responsibilities
managed 1. Implementation of Reinforcement
needed
change management
[Link] the benefits [Link] occurs
plan [Link] benefits
of change due to fear of change,
to understand the
lack of awareness, fear [Link] Plan
of losing control etc. results
3. Education and
Training Plan [Link] identification
[Link] Resistance [Link] change
Management Plan through new
behaviours , processes
and practices
• People are Economic Rational Entities
Rational- • Communicating Change Information to the people and offering
Empirical them incentives to accept change
• People are social beings and hence they believe in cultural
Normative- norms and values
• They can only subscribe to change when they feel satisfied after
Re-educative redefining and reinterpreting the existing norms and values
• People are by nature compliant and normally do what they are
told to do.
Power-Coercive • Organisational change possible by exercise of authority and the
imposition of sanctions
• People can adapt readily to new circumstances.
Environmental- • People can accommodate the new organisational change
Adaptive programme
Degree of Target
The Stakes
Resistance Population
The Time
Expertise Dependency
Frame