BSMH 5093 Managing Change & Communication

UNIVERSITI UTARA MALAYSIA

Article Review OPPORTUNITY TO REDUCE RESISTANCE TO CHANGE IN A PROCESS OF ORGANIZATIONAL CHANGE

By; PRIDHIVRAJ NAIDU 814284

OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS

Presentation Overview
1. Introduction Change Model as a 3 part process 2. Research results Kotters 8 step model J. Ivancevich, James H. Donnely and James Gibson (1989) model The Prediscon model 3. 4. Factors of Resistance Steps Emergency Change

Change Models 3 part process

Research results
Many models that do not contain explicitly the step of reducing resistance to change A relevant example is the model Florescu and Popescu (1988) In many models the phase of reducing resistance to change can be inferred from the presentation of actions Discussed in the article: 1. Kotter's eight step change model 2. J. Ivancevich, James H. Donnely and James Gibson (1989) 3. The Prediscan Model

1. Kotters 8 step model

Increase urgency Build the guiding team Get the vision right Communicate to buy-in Empower action Create short term-wins Dont let up Make change stick

2. J. Ivancevich, James H. Donnely and James Gibson (1989)

1.Understanding the factors that trigger change 2.Recognition the need for change 3.Diagnosis of the problem 4.Identification of the methods and alternatives that will make the change 5.Presenting the existing conditions 6.Selecting the method 7.Overcome the resistance to change 8.Implementing and coordination of change.

3. The Prediscan Model

1. Awareness of the need for change 1.1. Data collection and analysis; 1.2. Identifying the need for change; 1.3. Evaluation of change and choice of the best variant(s). 2. Design of the change 2.1. Develop the implementation schedule of the change; 2.2. Reducing resistance to change; 3. Implementing change 3.1. The actual implementation 3.2. Monitoring, analysis and evaluation of the results 3.3. Improving the change

Factors of resistance
The employees opposition to the managers proposals may strengthen or weaken Depending on the expressions of the following elements: 1. organizational culture 2. characteristics of the environment 3. the nature of the activities of the organization 4. emergency of change 5. the extent to which the rhythm of change required by managers is supported by employees 6. management style 7. type of organizational structure 8. the quality of the organization's information system, etc.

Emergency change
The reversal of the order of the stages of a process of organizational change 1. Identify necessary changes 2. Implementing change 3. Reducing resistance to change

BSMH 5093 Managing Change & Communication

UNIVERSITI UTARA MALAYSIA

Resistance to Organizational Change A Case Study Oti Yeboah Complex Limited (OYCL)

OTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS

PRIDHIVRAJ NAIDU 814284

The Case
1986 to 2008, it was operating sawmill embarked on a change process from 2008 2010 changing from sawmilling to plywood production affected the strategy, the structure, the technology, and the work processes of the organization Brought to resistance due to new roles, redundancy and responsibilities employee's carried out strikes, boycott and lockouts because of fear of the unknown and possible loss of job
(Bohene.R and Williams.A.A, 2011)

Q1 Model used
Three step Change Model (Lewin, 1951) Refreeze Take action, make changes involving the people

Move

Examine status quo, increase the driving forces for change and decrease resistance

Unfreeze

Make changes permanent, establish new ways, reward desired outcomes

Q2 Reducing resistance
Resistance is because of : - Fear of new roles, redundancy and responsibilities - Fear of not knowing - Fear of loosing the job To reduce resistance: - Recruiting for specific and new functions (Skilled) - Training (Unskilled) - Ensure continues communication, keeping the employees in the know

Dr.Vimala