Management of Change
Introduction
• Change in organisations means development
which connotes doing things better, achieving
more, or being aware of environmental
problems and finding better solutions to those
problems. Development in the organisation
can only be brought by members of that
organisation.
Learning Objectives
At the end of this lecture you should be able to:
• (i) define organisational change;
• (ii) identify causes of organisational change;
• (iii) outline various approaches to
management of organisational change
What is organisational change
• Alteration in the status quo of the system that
affect the goals, personnel, technology and
the structure of the organisation.
Forces for Change
• t is assumed that change is a result of
imbalance between restraining and driving
forces which tend to alter the pattern.
• These forces may include technology,
demographic factors, legal decisions,
economic factors, political factors, and
activities of the competing systems.
Internal forces
• stability in the system
• the prevailing habits
• previous successful experiences
• the resistance-to-change attitude
• customs or accepted ways of behaving,
Approaches and Methods to
Organisational Change
• changing the individuals who work in the
organisations (teachers in case of schools),
• changing specific organisational structures
(eg. the decentralisation of management of
schools)
• changing the overall climate and
interpersonal style which characterise the
organisation (culture).
Methods for the Change Process
• arousal to take action
• reorientation to internal problems
• recognition of specific problem
• commitment to new course of action
• search for results
• acceptance of new practices
Techniques of Introducing Change
• Sensitivity Training
• Rational-emotional Training (RET)
• Management by Objectives (MbO)
• Social Intervention by a Change Agent