CKM Module 1

7/29/2019 CKM Module 1

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CHANGE AND KNOWLEDGE

MANAGEMENT


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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.


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WHY CHANGE ?

To survive and eventually prosper, an organizationmust monitor its external environment and align

itself with changes that occur, or tend to occur.

Change takes place on three levels:


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Contd,

The self, the team or the (small) organization and the

wider system that surrounds the team or the small

organization or the organizational unit depending

on how the borders are defined.In a process, change needs to be facilitated on all

three levels to become sustainable.


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CHANGE IN HISTORY

In 513 B.C., Heraclitus of Greece observed

There is nothing permanent expect change.

In 16th century, Niccolo Machivelli stated inhis 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.


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Contd,

Simply managing change is insufficient.Successful change requires leadership.

The old saying, You can lead a horse to water, but

you cant make it drink.

Eight step model to implement change by John

P.Kotter

1.Establish a sense of urgency

2.Obtain management & peer backing

3.Create a vision for change

4.Communicate the vision


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5. Empower employees to implement change

6. Establish short term goals

7. Encourage additional changes

8. Reinforce changes made as permanent.

Contd,


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WHAT ARE THE CAUSES OF CHANGE

a. Mission

b. Workload

c. Political

d. Environment

e. Changes in management

f. Resources

g. Technological.


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DEALING WITH CHANGE

Change is an inevitable part of all organization.

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 resistchange.


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PHASES OF CHANGE

when change is introduced & there is an

understanding that it will be implemented, we experiencethe following

1.Denialwhen things change, the first reaction is to deny

it.

2.Bargaining & Negotiatingwhen we perceive that thechange dont go away, we still believe things worked

better before the change & bargain for reinstating the old

system.

3.Angerwhen we realize change is here to stay, and we

can do nothing about it, we get angry.


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HOW TO DEAL WITH CHANGE

Once change is communicated and implemented, we canplay a part in reducing the effects on us by:

1.Accepting

2.Communicating share and communicate our feeling

through which we get more information and fear can be

reduced.

3.Planning where we were and where we want to be,

how we are going to get there. Clarify goals andexpectations, get feedback from others.


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INDIVIDUAL RESISTANCE

The following are the five reasons why individuals may

resist change:

1.Habitwhile going to college use the same route.

2.Security- threatens their feelings of safety

3.Economic Factors

changes will lower ones incomespecially when pay is closed tied with productivity

4.Fear of the Unknown : the experience of school to

college5.Selecitive Information Processing Individuals shape their

world through their perceptions.


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ORGANIZATIONAL RESISTENCE1. Structural Inertiaselection process.

2. Limited focus of changedepts. are interdependent, difficult to

change one without affecting others.

3. Group Inertia individuals want to change but group acts as

constraint. Union member.

4. Threat to Expertisedecentralized personal computers, which

allow for managers to gain access to information directly from a

company mainframe. It was resisted by centralized information

depts.

5. Threat to Establish Power Relationship redistribution of

decision making authority can threaten long-established powerrelationships within the organization.

6. Threat to Establish Resource Allocations Groups in the

organization that control sizable resources often see change as a

threat. Reduction in their budget or cut in their staff size?


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OVERCOMING RESISTENCE TO CHANGE

Six tactics have been suggested for use by change agents

in dealing with resistance to change.

1.Education & Communication

2.Participation

3.Facilitation & Support counseling, training etc to

reduce fear.

4.Negotiation5.Manipulation & Co-optation

6.Coercion


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PERSONAL CHANGE

Personal change is defined as means of improvement in

an individuals life.

It also helps in finding how to change.

It aims at tapping the unlimited potential available in

the individual.


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PERSONAL CHANGE PROCESS

Step 1:

PC starts with discovery, finding

out more about yourself; how you do things, how you

have been limiting your options. Discovery involveswillingness to learn. Learning might be unexpected &

surprising.


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Contd...,

Step 2:

After discovery phase clearing

phase starts which involves the process of realizing

and rejecting the wrong answers which have becomea part of us.

Ex: The problem with getting angry inappropriately.

The process of discovery helps realize that the anger

really belonged with a specific incident 30 years ago.

That would allow clearing undesirable responses

now. Clearing is a key element in Personal Change.


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1.SELF-AWARENESS

A self-aware person is one who:1.Is aware ofones strengths & limitations

2.Has a clear idea ofones priorities: know what is imp

3.Is aware of ones attitudes, values & beliefs: Values and

beliefs are the primary causes of conflicts.4.Knows how ones behavior is affecting others

5.Knows how others are affecting oneself.

6.Is aware of ones feelings & emotions & how they affect

oneself & others

7.One is aware of his fears & anxieties & the defenses he

usually employs to protect his sanity.

8.One has relatively stable & strong self-image & is not

unduly perturbed by what others say about oneself.


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Contd...,

SELF AWARENESS can be defined as the ability to

perceive ones own existence, including ones own traits,

feelings & behaviors.Self awareness helps in

1.Personal development through self-awareness

2.Skill development

3.Knowing your strengths and weaknesses

4.Developing intuitive decision-making skills

5.Stress


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Contd...,21st century leadership is based on emotional self-

awareness

Emotional Self-awareness is the key to increased personal

& organizational performance.

Johari Window explains Self awareness as an element of

personal Change.

Johari Window is a tool used for illustrating & improvingself-awareness, & mutual understanding between

individuals within a group.


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Developed by Joseph Luft and Harry Ingram inthe 1950s, who recognized that, effective learning

is facilitated by good interpersonal

communication.

Contd...,


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Johari Window model is referred to as a disclosure /

feedback model of self awareness and by some people an

information processing tool.

It represents information feelings, experience, views,

attitudes, skills, intensions, motivation, etc within or about

a person-in relation to their group, from four prospective,

which are regions or areas or quadrants - open/ free

area,blindarea,hiddenarea, & unknownarea.


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JOHARI Window: An Interpersonal


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Name

Height

Education/DeptMarks scored

Bad breath

Snoring

Untidy tableShort tempered

Bad habits

Known fears

Unshared secrets

Jealousy

PotentialsUnknown fears

Untried methods

Unseen places

JOHARI Window: An Interpersonal

Communications Model

KNOWN TO ME UNKNOWN TO ME

KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS

When you share about yourself or


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Public

Arena

Open

Blind spotBad

Unaccepted

Hidden

Avoided

Private

UnknownUnconscious

Not tried


self-disclose:


KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS



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NameHeight

Education/Dept

Marks scored

Native placeParents

Old friends

Blind spotBad

Unaccepted

Hidden

Avoided

Private

UnknownUnconscious

Not tried


self-disclose:


KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS


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When you solicit or receive feedback and


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PublicArena

Open

Blind spotBad

Unaccepted

Hidden

Avoided

Private

UnknownUnconscious

Not tried

When you solicit or receive feedbackand

self-disclose:


KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS

When you acquire knowledge:


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PublicArena

Open

Blind spotBad

Unaccepted

Hidden

Avoided

Private

Learn newthingsLike

swimming

When you acquire knowledge:


KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS

JOHARI Window : Ideal


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More StrengthsMore Comfort

Less

weaknesses

Free tointeract

Less avoidance

Less fear

Knownpotentials,Increased

Learning

JOHARI Window : Ideal


KNOWN

TOOTHERS

UNKNOWN

TO

OTHERS


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MYERS BRIGGS TYPE INDICATOR (MBTI)

1. Psychological tool used for self-awareness.

2. MyersBriggs classification means the person canbegin to identify preference in behavior & how the

individual is similar to & different from him/her.

on


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on ...,

The MBTI preferences indicate the differences in people

that result from the following

1.Where they prefer to focus their attention & get energy

(Extroversion or Introversion)

2.The way they prefer to take in information (Sensing or

Intuition)3.The way they prefer to make decisions (Thinking or Feeling)

4.How they orient themselves to the external world-with a

judging process or a perceiving process (Judging or

Perceiving)There is no right or wrong to these preferences. Each

identifies normal & valuable human behaviors.


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Contd...,

The MBTI model is useful for:1.Understanding & developing yourself

2.Understanding & developing others

3.

Understanding what motivates others4.Understanding others strengths & weaknesses

5.Working in teams-by ensuring that all relevant

necessary capabilities are represented in the team

6.Allocating & agreeing tasks & project

responsibilities

7.Agreeing roles & development with others & for

oneself.


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(E) Extraversion Or Introversion (I) The focus or directionor orientation of our

behavior outward orinward

Attitude or

orientation

(S) Sensing Or Nituition (N) How we gatherinformation

Function(Jungian

Irrational or

MBPerceiving)

(T) Thinking Or Feeling (F) How we decide Function

(JungainRational or

MB Judging)

(J) Judging Or Perceiving (P) How we react to theworld do prefer to

make decisions or keepopen to options (& also

which middleFunctions do we

favour)

Myers Briggs

added

dimensionequating to

Jungs

Irrational &

Rational

Contd


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Contd,Sixteen Personality types are

1.ISTJ The dominant quality in their lives is an abiding sense of

responsibility for doing what needs to be done in the here & now.

2.ISTPFor them, the driving force in their lives is to understand how things& phenomena in the real world work so that they can make the best & most

effective use of them.

3.ESTP For these individuals the dominant quality in their lives is their

enthusiastic attention to the outer world of hands on & real life experiences.

4.ESTJthe driving force in their lives is their need to analyze & bring intological order the outer world of events, people & things.

5.ISFJ the dominant quality in their lives is an abiding respect & sense of

personal resp for doing what need to be done in the here & now.

6.ISFP They have a dominant quality which is deep felt caring, for living

things, combined with a quietly playful & sometimes adventurous approach tolife & all its experiences.

7.ESFP For them the dominant quality in their lives is their enthusiastic

attention to the outer world of hands on & real life experiences.


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2. SELF ANALYSIS

Personal change begins with analyzing oneself.

Self analysis has to do with a personal SWOT

analysis.

Self analysis helps a person in understanding:

Whether or not one has a suitable aptitude for a

given job.

Whether or not one is capable of handling thevarious roles and responsibilities one has accepted.

What motivates and what drains ones energy.


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Contd...,

Exercise on self analysisblank sheet of paper start

answering the following questions.

Ones current and previous jobs, including any

voluntary workOnes interest outside work and extracurricular

activities

Ones course and

Any other significant experiences, in life.


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Contd...,Ask Oneself :

1.Why did I choose the course, job, experience?

2.Which parts of this experience did I really enjoy?

3.Which parts did I find frustrating or boring?

4.Which bits was I best at?

5.Which bits did I find a struggle?

6.What have other people said about my

contribution in this job, course, and experience?

7.What do others consider I am good at? (Ask them)


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Contd...,

It tells us about the sorts of skills one feels most

comfortable using, the sort of environment one

performs best in and the types of people with whom

one enjoys working.


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Contd,

The Loser acts helpless & unable to cope with the world &

waits for someone to come to the rescue.

-Uses self-pity or indifference as a shield against fear of taking

responsibility for changing his or her life.

-Looks constantly to others for guidance, which can lead to such

problems as lacking assertiveness skills, under-achievement, &

excessive reliance on others in relationships.


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Contd,

Consequences of Low Self Esteem

It can create anxiety, stree, loneliness & increased

likelihood for depression

It can cause problems with friendships & relationships.

It can seriously impair academic & job performance.

It can lead to underachievement & increased vulnerability to

drug & alcohol abuse.

It reinforces the ve self image & can take a person intodownward spiral of lower & lower self-esteem & increasingly

non-productive or even actively self-destructive behavior.


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Contd,


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Step 3: Get Help from Others

-Ask for support from Friends

-Get help from Teachers & Other Helpers

-

Talk to a Therapist or Counselor


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Making organizational roles effective


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g g

Role effectiveness depends on:

Having high role efficacy on the part of the role occupant and

By developing a style & strategy to cope with the Role

Conflict or stress.

Documents

CKM Module 1