EMERGING TRENDS IN

MANAGING CHANGE

Pranay Raj Aman Gupta MD Jafir Raza Suman Kumar Shri Ram Mandal (M.B.A. 1st Year)

PRESENTED BY:-

The topic deals with the managing change in competitive environment

Impact of Globalization Workforce Diversity Flexibility Used for Flatter Organization structure Networking Organization The purpose of this study is to examine the emerging

trend in managing change and to keep managers

INTRODUCTION

What are the emerging trend in

managing change……?

The Globalization means  worldwide movement toward economic, financial, and  communications integration which has influenced organizations to compete with each other. Employees are required to work together with cross functional teams and customers from so

many different cultures and countries. “Think Globally and Act Locally”

Today’s one of the important mantra to deal with challenges of doing business .

GLOBALIZATION

EXAMPLE OF GLOBALIZATION

UK’s Tetley group by Tata Tea for Rs.1,870 cr. was the first major cross border venture by an Indian group.. The marketing alliance of

Taj Group of Hotels with the Singapore based Raffles International was another example of

Globalization by the Tata group.

Workforce diversity has increased creativity and innovations in organizations. Diversity has

created an opportunity to not only think and communicate differently but also do things

differently. When organizations attract, retain and promote maximum utilization of people from

diverse cultural backgrounds, it results in competitive advantage and enables to sustain the

highest quality of human resources.

DIVERSITY

EXAMPLE OF DIVERSITY

Tata Consultancy Services has a strength of 1,40,000 in an organization with diverse workforce . Over 8% of its

employees originate from 75 nationalities. The company has adopted several diversity management initiatives

in the last few years. languages like French, German & Spanish are part of its

curriculum.

To sustain in the market place and to be effective managers and employees in

organizations have to become more flexible. To stay competitive, organizations need to initiate continuous change processes and restructure

operations such as business process reengineering, business process outsourcing

and job redesign to increase flexibility and decrease costs.

FLEXIBILITY

EXAMPLE OF FLEXIBILITY

One of the main initiatives to manage change in HP is flexibility. Employees

enjoy flexibility to achieve their objective through flexibility in time,

telecommunication and reduced hours of employment.

“77 percent of Indian companies link increasing revenues directly to flexi-

working”

In today’s competitive world, quality, speed and delivery are critical for survival of the

organization. To maximize response time, organizations with flat or lean organizational

structure can make decisions more quickly because each person is close to the ultimate

decision makers. People in flat organizations feel empowered and energized.

FLAT (LEAN) ORGANISATIONS

EXAMPLE OF FLAT ORG.

Pizza Hut is an example for flatter organization. The emphasis is on

competency, where people are considered as important resources. It has reinvented

into a flatter organization, and has an outward focus through project teams and encouraged by support services. Pizza has

practiced a culture of teaming, which spreads from the top of the organization.

NETWORKS

In today’s business scenario, networking enables the employees to build

communication and coordinate with cross functional teams faster and improves the operational efficiency. The advantage of

network organization is people generally get to know each other quickly and feel that

they are part of the group.

EXAMPLE OF NETWORK

Wipro is an example of restructuring and networking organization. It has acquired

leadership position in its various businesses like IT Services, BPO and

Product Engineering divisions and niche market segments of consumer products

and lighting solutions.

CONCLUSION

Organizations do not have business problems, rather they have peoples’ problem.

As Peter Singe says

“People don’t resist change, they resist being changed.” Successful change interventional

strategy involves people in the process and assures them of its benefits. When people see that

they are going to be benefited by the change initiatives, they will accept it.

REFERENCES

1. Abramson, E. (2000) Change without pain, HBR, July-August, pp 75-79.2. Argyris, C. and Shron, D.A. (1978), Organizational Learning: A Theory of Action Perspective Reading, MA: Addison –Wesley.3. Argyris, (1994) Good Communication that blocks Learning, Harvard Business Review, 69

(3), 99-109.4. Armenakis, A. and Bedeaian, A.(1999) Organizational Change: A review of theory and research in the 1990’s, Journal of management, 25, 293-315.5. Bateman, T. (1980), Organizational change and the politics of success, Group and Organizational Studies, June, pp 198-209.6. Boyle, S. (2007) "Impact of Changes in Organizational Structure on Selected Key Performance Indicators for Cultural Organizations", International Journal of Cultural Policy, Vol. 13 (3), pp.319–334. Emerging Trends in Managing Change National Conference on Emerging Challenges for Sustainable Business 2012 8447. Bhattacharyya, Dipak Kumar (2011), “McKinsey’s 7-S framework”, Organizational Change and Development, Oxford University Press, India, Vol.1, pp. 128-131,394.6. Vineet Nayar, How I Did It… Maverick CEO explains How He Persuaded His Team To Leap Into The Future, Harvard Business Review, June2010:94-977. http://www.citemen.com/7290-changing-environment-of-hrm8. http://www.infosys.com/sustainability/diversity/pages/index.aspx

SPECIAL REFRENCE

Name of the Author- Dr. Rajni Singh Designation- Asst. Professor (Human Resource), Hierank Business School, Noida, Sec - 62. Qualification- BSc. Botany Hons. from Aligarh

Muslim Univ. MBA (HRD & IT) from Inst. of Management

Education (IME) Sahibabad PhD in Business Adm. from Bhim Rao Ambedkar

Univ. Agra Topic of the research –“An analytical study of Job

Enrichment amongst the employees of Automobile sector with special to Allied Nippon Ltd