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MANAGING CHANGE
10 POINT PLAN
1.
2.
3.
4.
Predict and plan
Information – make it available
Encourage queries – ODP
Re-assurance – show evidence of
success
5. Participation by workers and
management must be seen
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6. Delegation – encourage staff and
ensure motivation
7. Benefits – outline them to staff
8. Open language – be clear do not use
jargon
9. Allow plenty of time for transition
10. Understanding – of problems
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FORCE FIELD ANALYSIS
Eh?
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A model used to assist with
decision making
• A force field diagram shows the 2
sides for and against change
• Originally devised by Kurt Lewin
• These sides are known as
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DRIVERS
RESISTORS
Unclear objectives
Higher Salaries
Inflexible organisation
Motivated workers
Fear of change
Good leadership
Well-trained
Management
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• The length of the arrows shows the
strength of the item it relates to
• Fear of change is quite a powerful
resistor but well-trained management
is a very good strength
• This management tool can be very
useful when used to identify
strengths and weaknesses in a
possible change
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Assets for change
• These are items which do not drive
change but they do help change
• Willingness of stakeholders to
support change
• Business reputation
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Answering FFA Questions
• Remember
• Max 4 marks for diagrams containing
– Drivers and resistors
– Arrows of varying lengths
– Assets for change
• Rest of marks for expanding on D & R
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STAGES OF CHANGE
Kurt Lewin
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3 STAGES OF CHANGE (KURT
LEWIN):UNFREEZING
Making the business open to change. How?
Discussions
Meetings
Groundwork
Recognition of need for change
Changing opinions
Highlighting problems and benefits
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• CHANGING
• Actual process of change, the
implementation and monitoring of the
change. Bringing in of new items
(machinery, staffing, technologies
etc).
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• REFREEZING
• Getting back into routine – a
settling down period. Giving back
stability, monitoring progress of
changes and getting staff opinion.
Finalising any items that need it.
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Expansion on theory
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Recognise need to change
Define problem
Identify position of company
Search for alternatives
Set goals
Prepare
Unfreeze
Move
Arrive
Refreeze
Evaluate
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Various approaches to
change management
What do we need to make
change successful? What
should we be aware of?
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For successful change:• Top management
commitment
• Constant
communication
• Employee
involvement
• Shared goals
• Understanding of
need for change
• Management of
political networks
Order of importance will depend on the type of
change and level of change.
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CONSIDERATIONS:
• What is the vision for the
organisation?
• How will you, as manager, lead the
change?
• What changes will take place
• What about resistance to change?
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