Book Review-Managing Change at Work- Final

7/30/2019 Book Review-Managing Change at Work- Final

1/37


2/37

MANAGING CHANGE AT

WORK

PRESENTED BY:

DIRECTOR DESIGN & IMPLIMENTATION

HYDRO ELECTRIC BOARD

AZAD JAMMU & KASHMIR

83RD

MMC

By: Cynthia D. Scott, Ph.D., M.P.H. and

Dennis T. Jaffe, Ph.D.


3/37

SEQUENCE OF PRESENTATION

About the Book

About the Authors

Authors Claim Books Contents

Evaluation

Conclusion


4/37

COVER PAGE

ABOUT THE BOOK

Length : 82 Pages

Published by : Vinod Vasishtha For

VIVA Books

Printed at : Raj Press New Delhi

Edition : 1995, Revised

1st Indian Edition in2004

Price : 210 PKR

A Viva Crisp Fifty-Minute Series Book


5/37

THE AUTHORS

Founder of Change Works Global

Organizational Strategist, Author andExecutive Trainer

Faculty Director of the Executive

Certificate Program

Co-Author of 12 Other Books

Professor of Organizational Systems andPsychology at Saybrook University

Consultant in Developing ResponsibleLeadership Across Generations in FamilyEnterprise


6/37

The Skill and Strategies in this Book will

help the Reader to become an effectiveChange Leader

AUTHORS CLAIM


7/37

BOOKS CONTENTS

I. UNDERSTANDING CHANGE

II. PREPARING FOR CHANGE

III. WHAT HAPPENS TO PEOPLE ?

IV. COUMUNICATING ABOUT CHANGE

V. DEALING WITH RESISTANCE

VI. INCREASING TEAM INVOLVEMENT

VII. VISIONARY LEADERSHIP

VIII. CHANGE ACTION PLAN

The Book has Eight Sections


8/37

SECTION - I

UNDERSTANDING CHANGE


9/37

SUCCESSFUL ORGANIZATIONS ARE NOT DEAF, MUTE OR BLIND

ABOUT THE FUTURE

THE CHANGE IS INEVITABLE


10/37

Traditionally, change was a shoot burst of disruption followed by a

longer period of stable operations.

BUT

Today there are no longer any rest periods, change is continuous

and enormous process

THE PACE OF CHANGE


11/37

THE NATURE OF CHANGE


12/37

THE NATURE OF CHANGE


13/37

SECTION - II

PREPARING FOR CHANGE


14/37

PLANNING FOR CHANGE

Preparation

Planning

Transition Structures

Implementation

Reward


15/37

SECTION - III

WHAT HAPPENS TO PEOPLE


16/37

UNDERSTANG LOSS

Security Competence

RelationshipsSense of

Direction

Territory

When a major Change occurs, Employees normally experience

several types of loss


17/37

THE PHASES OF TRANSITION

Most People move through these four phases in every transition


18/37

SECTION - IV

COMMUNICATING ABOUT CHANGE


19/37

COMMUNICATING ABOUT CHANGE

Setting a Climate for Communication

Communicating through Discussion

Announcing the Change

Listen during Change

Communicating Clearly about Change


20/37

TIPS FOR INFORMING ABOUT CHANGE

Explain

the

Reasons

For the

Change

Talk toPeople

inPerson

TellPeople

theTruth

Express

Your

Feelings

Take

First

Steps


21/37

SECTION - V

DEALING WITH RESISTANCE


22/37

SPOTTING SIGNS OF RESISTANCE

INDIVIDUAL RESISTANCE

Complaints

Errors

Anger

Stubbornness

Apathy

Absence Due to Illness

Withdrawal

ORGANIZATIONALRESISTANCE

Accidents

Increase in Workers

Compensation Claims

Increased Absenteeism

Sabotage

Increase in health careclaims

Lowered Productivity

Resistance is not only a predictable part of change, but

perhaps the most difficult phase to deal with


23/37

SECTION - VI

INCREASING TEAM INVOLVEMENT


24/37

GETTING THROUGH CHANGE DEMANDS COLLABORATION

Low Participation

Low Commitment

Leader is Responsible

for Results

DIRECTIVE STYLE


25/37

GETTING THROUGH CHANGE DEMANDS COLLABORATION

High Participation

High Commitment

Standard is Responsible for

Results

COLLABORATIVE STYLE


26/37

ROLE OF PARTICIPATION

Assess Current Situation

Listen and Rephrase

Clarity Objectives

Identify Problems

Brainstorm Solutions

Provide the Feedback

(SETTING GOALS TOGETHER)

Reward Attempts, Not Just Achievements


27/37

SECTION - VII

VISIONARY LEADERSHIP


28/37

BECOMING A CHANGE LEADER

Understanding and articulating a vision of where the

group is going

Sharing that Vision

Creating and Environment where employees feel a sense

of making the vision come true

The successful Leader will focus on


29/37

BECOMING A CHANGE LEADER

The successful Leader will focus on

Where we are How we get there Vision

Where we are going


30/37

SECTION - VIII

CHANGE ACTION PLAN


31/37

CHANGE ACTION PLAN

Describe the Change completely

What is your vision of the best possibleoutcome ?

What are the strengths ?

What are the Obstacles ?

List the Action Steps for Communication,Dealing with Resistance, Involvement and

Leadership

Its now time to put all that you have learned together and create

an Action Plan

1

3

2

5

4


32/37

CHANGE ACTION PLAN

What is your Time Table for making thechange ?

What new skills, knowledge and attitudesare needed ?

How will you acknowledge, recognize andcelebrate the change ?

How Will you create incentives ?

How will you reward your self and teammembers ?

(Continued)

10

6

9

8

7


33/37

OVERALL ASSESMENT OF BOOK

MERITS

Rich in Content

Work Book Style

A lot of Graphs and Pictures

Helpful for General Readers &

Business Starters


34/37

OVERALL ASSESMENT OF BOOK

It is not a 50 minutes series Book Unnecessary Repetition

Not a Simple and Straight Forward

Language Font of the Book is very small

No Examples

Redundant Information Western Background


35/37

BOOKS OF SIMILAR TOPICS


36/37

CONCLUSION


37/37

THANK YOU

Documents

Book Review-Managing Change at Work- Final