BUOYANCY – STAY AFLOAT
1.
2.
3.
4.
5.
Self belief
Control
Persistence
Composure – don’t let anxiety overwhelm
Planning – being able to see risk before it
engulfs you! OFFSET RISK
We can all be anxious but it is the way that we
respond to anxiety that is important: Do we
work harder or do we ‘avoid’
Or 5 c’s from previous page
MANAGEMENT AND
CHANGE
To improve is to change; to be perfect is to change often.
MANAGEMENT AND CHANGE
Year 12 slideshow on same topic
 responding to internal and external influences


managing change effectively





identifying the need for change
business information systems
setting achievable goals
resistance to change
management consultants
WHAT IS ORGANISATIONAL CHANGE?
CHANGE IS THE ONE CONSTANT IN THE BUSINESS WORLD.
COMPLETE THE FOLLOWING TABLE....
External influences on businesses
Social
Changing consumer
trends
Historical (Business)
Methods of management
Economic
Global financial crisis
Environmental
Triple bottom line
Political
New government and
their policies
RESPONDING TO INTERNAL AND EXTERNAL
INFLUENCES

Organisational change is the adoption of a
business’s new idea or behaviour in response to
internal or external influences.

Internal influence could be?

External influence?
RESPONDING TO INTERNAL AND EXTERNAL
INFLUENCES


The ability to embrace, manage and adapt to
change will increasingly determine a business’s
competitive advantage.
Successful managers are the ones who anticipate
and adjust to changing circumstances.
FROM SMH : HOW TO SURVIVE AND
THRIVE
Julianne Dowling
October 19, 2009
Work as a team to thrive
Companies which work more closely as a team,
and think about their impact on the wider
community have a greater chance of survival,
says a leading academic studying
organisational change.
Read more:
http://www.smh.com.au/business/clevel/how-tosurvive-and-thrive-20091019h4ix.html#ixzz1T0RLB2cK
WHAT TYPES OF CHANGE ARE THERE?
•

Changes can be major (transformational) or
minor (incremental)
Can you think of an example of each type of
change

Major/transformational:

Minor/incremental:
RESPONDING TO FORCES OF
CHANGE
When a business responds to the forces of change,
the result will be a change to its:
- organisational structure, including
outsourcing, flatter structures and work teams
- business culture; for a business to survive in
the long term, changes should be reflected in its
culture
- human resource management practices,
including recruitment and selection, training,
performance appraisal, and redundancy
procedures
- operations management, including flexible
manufacturing and quality assurance.
MANAGING CHANGE EFFECTIVELY

To manage change effectively requires the change to be as
productive as possible; to make it a process for revitalising
and strengthening the business.

Managers must develop strategies for managing change
effectively.

Identifying the need for change and setting achievable
goals are two low-risk strategies for managing change.


A business’s success or failure to accurately identify what
needs to be changed depends on its ability to collect,
organise, process and retrieve information quickly.
Manipulation and threat are two high-risk strategies for
managing change.
RESISTANCE TO CHANGE

What factors or who do you believe resist change?
RESISTANCE TO CHANGE
At the same time as managers are undertaking —
driving — change for the best of reasons, there will be
restraining forces working against the change,
creating resistance.
The main reasons for resistance to change include:
– management – why?
– fear of job loss – why?
– disruption to routine – why?
– time – why?
– fear of the unknown – why?
– inertia – why?
– cost – why?
RESISTANCE TO CHANGE
– management (may make hasty decisions or be
indecisive)
– fear of job loss (fearful of changes that threaten job
security or require new work routines)
– disruption to routine (worried that they cannot adapt
to the new procedures that threaten established work
routines)
– time (either poor timing, or lack of time)
– fear of the unknown (feelings of lack of control and
anxiety)
– inertia (prefer to stay with the safe and predictable
status quo)
– cost (financial cost of implementing major changes
can be substantial).
DRIVING FORCES FOR CHANGE VS
RESISTING FORCES AGAINST CHANGE
•
Driving forces are those forces that initiate,
encourage and support the change.
•
Restraining forces are those that work against the
change, creating resistance.
•
Resistance to change is common among managers
and employees.
.
•
Two strategies for overcoming resistance to change
include:
– creating a culture of change (encouraging teamwork)
– providing positive leadership (sharing the vision).
•
The main role of management consultants is to help
businesses improve their performance and assist with
change management.