Managing Change

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GUIMARAS STATE COLLEGE
Graduate School Iloilo Extension Center

Reporter: Professor:
Ma. Cecilia A. Montaño Dr. Rogelio M. Borro

Managing Change

The Nature of Change
Change – is any alteration occurring at work or in the work environment that affects the ways in which employees must act.These changes maybe planned or unplanned, catastrophic or evolutionary, positive or negative, strong or weak, slow or rapid, and stimulated either internally or externally. Regardless of their source, nature, origin, pace, or strength, changes can have profound effects on their recipients. * Effects are widespread * Change is a human as well as a technical problem.
Equilibrium – a state of relative balance between opposing forces (social structure of an organization); people develop a relatively stable set of relations with their environment; employees are adjusted.
Disequilibrium/unbalance – employees are unable to make adequate adjustments; at the extreme, disruptions can produce disarray until they are addressed.
Manager’s role: 1. Proactive – anticipating events, initiating change, and taking control of the organization’s destiny. 2. Reactive – responding to events, adapting to change, and tempering the consequences of change.
Responses to Change
The way that people feel about the change is one factor that determines how they will respond to it. 1. Personal history – people’s biological processes, their family backgrounds (e.g. family, job, education), and all their social experinces away from work; preexisting attitudes. 2. Work environment –reflects the fact that workers are members of a group and their attitudes are influenced by its codes, patterns and norms.
Hawthorne Effect – observation affects behavior; means that the mere observation of a group or more precisely, the perception of being observed and one’s interpretation of its significance tends to change the group. When people are observed, or believe that someone cares about them, they

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