1. PLANNED
CHANGE
Prepared By
HARISH
Govt RC college

2. Introduction
Bringing change in a planned manner is the prime
responsibility of all managers who are forward
looking. Planned change aims to prepare the
total organization to adapt the significant
changes in the organization’s goals & direction.
“Planned change is deliberate design &
implementation of a structural innovation, a new
policy or goal, or a change in operating
philosophy, climate or style”.
Planned change attempts at all aspects of the
organization which are closely interrelated;
technology, task, structure, people.

3. Technology related change
Technology refers to the sum total of knowledge
providing ways to do things. It may include
invention & techniques which affect the way of
doing
things, ie., designing, producing, distributing
products. Technology related changes may
include:
 Changing problem solving & decision making
procedures
 Introduction of automated data processing
devices

4. Task related changes
Technology related changes determine the types
of tasks that may be number of ways ranging
from job simplification to job enrichment. Task
related changes must focus on
 High internal work motivation
 High quality work performance

5. Structure related changes
Structural changes redefined nature of
relationships among various organizational
positions & may include:
 Changing the no. of hierarchical levels
 Changing one form of organization to another
form
 Changing span of management
 Changing line staff & functional authority

6. People related changes
Changes of any type as pointed out ie.,
technology, task & structural require changes
in people in a organization. These changes
may be of two types; ie., skills & behavior.
For example, If there is a change in technology
from manual to automated, it requires different
types of skills in the operators as compared to
the previously used skills.

7. Process of planned
change
Management of organizational change is a complex process.
Major organizational change requires considerable planning.
The change is successful if it is taken in planned way which
proceeds in a sequential form.
Identifying need for change
Elements to be changed
Planning for change
Assessing change forces
Action for change

8. Identifying need for change
The 1st basic step in planned change is to
identify when change in organization is
required because change for the sake of
change may produce much stronger
resistance while useful & necessary. Though
there are various external forces necessitating
change in an organization.

9. Elements to be changed
What elements of the organization should be
changed will largely decided by need & objectives
of change.
While the process of the identification of change will
provide clue why change should take place, this
stage takes the analysis further by diagnosing the
problems caused because of which the change is
necessary.
For example, declining profit may require change
but does not specify what elements are to be
changed. Therefore, it is necessary to diagnose
the factors which are responsible for declining

10. Planning for change
At this stage, managers should plan about how
the change can be brought in the light.
Planning for change includes who will bring
change, when to bring change, & how to bring
change.

11. Assessing change forces
In a group process, there are some forces favoring change & some
opposing it to maintain equilibrium. In a situation, there are both
driving & restraining forces which influence any change that may
occur. Driving forces are those which affect a situation by pushing it
in a particular direction; they tend to initiate a change & keep it go.
Restraining forces act to restrain change or to decrease the driving
forces. Equilibrium is reached when the sum of driving forces
equals the sum of restraining forces.

12. Action for change
Actions for change comprise three stages:
 Unfreezing
 Changing
 Refreezing
Unfreezing is the process in which a person casts aside his old
behavior which might be inappropriate, irrelevant, or
inadequate to the changing demands of the situation.
Changing is the stage at which the individual being changed
learn new behavior methods of working, new
thinking, perception of new roles, etc.
Refreezing means that what has been learned is integrated into
actual practice. At this stage, the individuals internalize the
new beliefs, feelings, & behavior learned during the changing
phase. They adopt these elements as a permanent part of
their behavior repertoire.

13. Any questions?