Module - 1

Change Introduction
In 513 B.C., Heraclitus of Greece observed There is nothing

permanent except change. In 16th century, Niccolo Machiavelli stated in his political treatise, The Prince, There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things. Change has no beginning and no end. It is a continuous process. Current trend is to use the term Organizational Development to refer to the process of preparing for Managing Change.

What is change ?
Change is considered with making things different
Change intervention is a planned action to make

things different. The person or persons who act as catalysts and assume the responsibility for managing the change process is the change agent.

Definition of change
Change is defined as to make or become different,

give or begin to have a different form. Change also means dissatisfaction with the old and belief in the new.

Why change ?
To survive and eventually prosper, an organization

must monitor its external environment and align itself with changes that occur or tend to occur. Change takes place at 3 levels. Self Team or organization The larger system

What are the causes of change

Mission
Workload Political

Environment
Changes in management Resources technological

Implications/ phases of change

When change is introduced and there is an

understanding that it will be implemented, we experience the following Denial when things change, the first reaction to it is deny it. Bargaining & Negotiating- when we perceive that the change dont go away, we still believe things worked better before the change and bargain for reinstating the old system. Anger- when we realize change is here to stay, and we can do nothing about it, we get angry.

Dealing with change

Change is an inevitable part of all organizations.
The world we live in is constantly changing and at an

accelerated rate. Organizations and individuals must continually adapt to this changing environment by changing themselves or they will not survive. Some people accept and some people resist change.

Contd
Once change is communicated and implemented, we

can play a part in reducing the effects on us by : Accepting Communicating share and communicate our feeling through which we get more information and fear can be reduced. Planning- where we were and where we want to be, how we are going to get there. clarify goals and expectations, get feedback from others.

Personal change
Personal change is a process of movement of an

individual from current undesirable level to a desirable level of behavior to improve the organizational and individual effectiveness and efficacy. Personal change is also defined as means of improvement in an individuals life. It helps in finding how to change. Personal change is possible by oneself or by seeking the help of professionals or well wishers.

Why personal change is needed?

Personal change is essence of self development and

growth of an individual. It helps us to identify where we are and where we want to go? If we do not change we cannot survive in the changing environment To survive, and to avert what the future shock, any individual must become infinitely more adaptable and capable than ever before. He/She must search out for totally new ways to anchor himself, for the old roots of religion, nation, community, family or the profession which may be shaking by the impact of shock waves of this accelerated change.

Personal change process

There are many types of personal change that can help

you to improve your life. Step1:Discovery Step2:Clearing Step3:Programming Step4:Processing

Step1:Discovery
Personal change happens through a journey of discovery. Need to find out more about yourself; how you do things;

how you have been limiting your options, how you have created your current situation for yourself If you realize that there is something to learn, then you can learn it. If you realize that there are things you have not yet understood about yourself and about life, then you can understand them. What you learn might be unexpected and surprising, but that is the nature of discovery.
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Step2:Clearing
Clearing is the process of realizing and rejecting the

wrong answers one has used. Clearing the wrong answer is very easy, once you discover what it is really about it. There is something more to learn. Sometimes you might think that you know what is wrong with you

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Step3: Programming
Programs are the subconscious patterns that

determine how we think and respond to situations. It is HOW you do things. Most programs are hidden. For example, when you talk, you dont have full awareness of your choice of words and the grammatical sentence construction. Programming is the process of establishing useful ways of HOW to do things. That might involve the discovery of how you already do things, the construction of more powerful methods, and the retraining of your subconscious.
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Step4: Processing
A process is a distinct activity that address an existing situation and gradually changes it into something else. Processing is the ongoing activity of working on areas where change is desired. Processing is not just random attempts to figure something out, it is the skilled resolution of issues. It is simply an educational vehicle to help you change your own way of being for the better.

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Components of Personal Change

Self-Analysis
Self-Awareness Self-Esteem

Self-Efficacy

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Self-Analysis
Personal change can also begin with analyzing oneself, when an individual understands himself or herself the change process becomes easier and comfortable. Self-analysis has to do with a personal SWOT analysis, analyzing ones strengths, weakness as well as opportunities and threats in the environment. Self-analysis helps a person in understanding: Whether of not one has a suitable aptitude for a given job. Whether or not one is capable of handling the various roles and responsibilities one has accepted.

Contd
What motivates and what drains ones energy. Whether one brings out the best in others or the worst in others. Who in the environment be it a personal or official capacity brings out the best in oneself and who brings out the worst in oneself? Ones stress tolerance potential Whether one is doing the work that is meaningful to himself/herself, others around him/her, his/her organization and community.

Self-Awareness
When the concept of self-analysis is understood it leads us to the second step of becoming self-aware. Awareness is the first step in the creation process & is the foundation for personal development. Without fully knowing the true self, self acceptance and change become impossible. Once an individual is aware about self, there are chances of better managing self and the behavioral patterns and also the functions effectively. However managing self is not enough; an individual should also grow and develop constantly, this can happen only when person is aware about self.

Contd
Individuals have limited awareness about own selves.

There are several aspects of ones personality about which one may not be aware.
Lack of self awareness constraints people become

ineffective in two ways: #one may repeat the same dysfunctional behavior again and again #one may hurt others unwillingly, but later one will have to incur cost for it. Basic Assumptions of Self-awareness: () self awareness is self-responsibility. () self awareness involves internalizing, i.e., perceiving self behaviors to have certain outcome () self awareness is a learning process.

Continued..
Self awareness can be defined as the ability to perceive

ones own existence, including ones own traits, feelings and behaviors. It is a personal understanding of the very core or ones own identity. It is the basis for many other human traits, such as accountability and consciousness. Self awareness is empowering because it can reveal where the performance. In addition, awareness of ones psychological needs can increase ones motivation by helping one understand and seek out the rewards that one really desires, such as a sense of accomplishment, additional responsibility, an opportunity to help others, or a flexible work schedule. According to Sigmund Freud in his classical theory named psychoanalysis human beings are not masters of their own destinies rather their behaviors are directed by the need to gratify basic biological needs and instincts. Behavior is not random but is determined by the past experience.
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Personal Change through self-Awareness

Self awareness helps managers identify gaps in their

management skills, which promotes skill development. But self awareness also helps managers find situations in which they will be most effective, assists with intuitive decision making, and aids stress management and motivation of oneself and others. Skill Development Knowing your strengths and weaknesses Developing intuitive Decision-making skills Stress Motivation Leadership
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How to practice management skill

One can become more self-aware by seeking feedback

from the people who knows about you, completing self-assessment surveys, and hiring an expert like a professional counselor or executive coach. By asking somebody Use of Questionnaires Seek Professional Help

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3 popular models under self awareness

Johari window
MBIT FIRO - B

Johari Window
This model was developed by American psychologists

Joseph Luft and Harry Ingham in the 1950s. It is also referred as Disclosure/feedback model of self awareness, and also as information processing tool. The 4 Johari window perspectives are called as Regions/areas/quadrants.

Johari Window
Known to self Unknown to self

Open/free area Known to others Blind area{feedback}

Unknown to others

Hidden area

Unknown area

Myers Briggs Type Indicator

This is based on a very old theory proposed by

swiss psychiatrist Carl Jung in the 1920s. One of the most widely used personality frame work is called the MBIT. MBIT is essentially a 100 question personality test that asks people how they usually feel or act in particular situation

Development of the MBTI Instrument

Jungs theory important but inaccessible to the general

population
Isabel Myers and Katherine Briggs (mother-daughter

team) expanded on Jungs work by developing an instrument to help people identify their preferences
The MBTI tool is an indicator of personality type (i.e.

innate preferences) that has proven to be remarkably reliable and valid

Represents the result of over 50 years of research Is used globally in both education and corporate settings; over 2

million people each year

Development of the MBTI Instrument

Jungs theory important but inaccessible to the general

population
Isabel Myers and Katherine Briggs (mother-daughter

team) expanded on Jungs work by developing an instrument to help people identify their preferences
The MBTI tool is an indicator of personality type (i.e.

innate preferences) that has proven to be remarkably reliable and valid

Represents the result of over 50 years of research Is used globally in both education and corporate settings; over 2

million people each year

Myers Briggs Type Indicator

These terms are defined as follows:
Extraverted Vs Introverted-Extraverted individuals are

outgoing, sociable, and assertive. Introverts are quite and shy Sensing Vs Intuitive-Sensing types are practical and prefer routine and order. Intuitives rely on unconscious processes and lock at the big picture. Thinking Vs Feeling-Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. Judging Vs Perceiving-Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous

What is Self Esteem?

View of oneself positively; approval of oneself,

judging oneself as significant, capable, worthy, believe that one has desirable traits
I am a good person I do most things well

Improving Self-Esteem
Make the Growth Choice rather than the Fear

Choice Shed perfectionistic demands Become more synergistic Do not overburden yourself with work Keep a diary Keep a sense of humor

Self-Esteem
Definition and Meaning:

In psychology, self-esteem or self-worth is defined as a persons self-image at an emotional level. Hellriegel, Slocum and Woodman in their book organizational Behavior defines self-esteem as the result of an individuals continuing evaluation of himself or herself. In other words, a person develops, holds and sometimes modifies ones opinion of ones own behaviors, abilities, appearance and worth. These general assessments reflect responses to people and situations, success and failure, and the opinions of the others.
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Self-Efficacy
According to Albert Bandura A strong sense of efficacy enhances

human accomplishment and personal well being in many ways. People with high assurance in their capabilities approach difficult tasks as challenges to be mastered rather than as threats to be avoided. Such an efficacious outlook fosters intrinsic interest and deep engrossment in activities.

Self Efficacy people are

1. they set themselves challenging the face of failure. 2. they quickly recover their sense of efficacy after failures or setbacks. 3. they attribute failure to insufficient effort or deficient knowledge and skills which are acquirable. 4. they approach threatening situations with assurance that they can exercise control over them Such efficacious outlook produces personal accomplishments, reduces stress and lowers vulnerability to depression.

Sources of self efficacy

Mastery Experiences
Vicarious Experiences Social persuasion

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Organizational roles
It is defined as a set of behaviors enacted by a person

as a result of his occupying a certain position in the organization. Major organizational role during change management: Change initiator Change agent Champion for change Sponsor of change

Making organizational roles effective

Effectiveness in organizational roles is the key to the

success of any organization. Employees can be motivated to have consistently high performance if their roles were designed in a suitable way that matches their personalities. Role efficacy depends on : Having high role efficacy on the part of the role occupant, and By developing a style and strategy to cope with the role conflict or stress.

Role efficacy
The performance of a person working in an

organization depends on his own potential effectiveness, technical competence, managerial experience etc as well as on the design of the role that he performs in the organization. It is the integration of the two ( the person and the role ) that ensures a persons effectiveness.

Role efficacy and effectiveness

Person with high role efficacy seem to experience less

role stress, anxiety, and work related tensions. They rely on their strengths to cope up with the problems. Role efficacy is found to be related to the quality of work life. It is also been related to age, the type of role, and the location of work place and the length of employment.