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Organization Change and Development
Notes 2. Structural Change: Organisational structure is the pattern of relationships among various
positions and among various position holders. Structural change involves changing the
internal structure of the organisation. This change may be in the whole set of relationships,
work assignment and authority structure. Change in organisation structure is required
because old relationships and interactions no longer remain valid and useful in the changed
circumstances.
3. Process Oriented Change: These changes relate to the recent technological developments,
information processing and automation. This will involve replacing or retraining
personnel, heavy capital equipment investment and operational changes. All this will
affect the organisational culture and as a result the behavior pattern of the individuals.
4. People Oriented Change: People oriented changes are directed towards performance
improvement, group cohesion, dedication and loyalty to the organisation as well as
developing a sense of self-actualization among members. This can be made possible by
closer interaction with employees and by special behavioral training and modification
sessions. To conclude, we can say that changes at any level affect the other levels. The
strength of the effect will depend on the level or source of change.
2.4 Managing Planned Change
A planned change is a change planned by the organisation; it does not happen by itself. It is
affected by the organisation with the purpose of achieving something that might difficulty.
Through planned change, an organisation can achieve its goals rapidly. The basic reasons for
planned change are:
To improve the means for satisfying economic needs of members
To increase profitability
To promote human work for human beings
To contribute to individual satisfaction and social well-being.
In introducing planned change, the basic problem before management is to handle in such a way
that there would be necessary adjustment in various forces. For this purpose, the manager who
has to act as the change agent has to go through a particular process. The planned change process
may comprise basically the following three steps:
1. Planning for change
2. Assessing change forces
3. Implementing the change
2.4.1 Planning for Change
The first step in the process of change is to identify the next for change and the area of changes
as to whether it is a strategic change, process oriented change or employee oriented change. This
need for change can be identified either through internal factors or through external factors.
Once this need is identified, the following general steps can be taken:
Develop New Goals and Objectives: The manager must identify as to what new outcomes
they wish to achieve. This may be a modification of previous goals due to changed internal
and external environment or it may be a new set of goals and objectives.
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