MANAGEMENT OF CHANGE AND DIVERSITY IN ORGANIZATION

• MANAGEMENT CHANGE AND ORGANIZATIONAL DIVERSITY - Are two (2) related activities/functions of management because trying to bring about change in organizations is dependent on the kind and behavior of the people within them.
• CHANGES - May be implemented to bring about development in an organization. Considered b many organization members as a threat. Common for people to fear to change the status quo, even if doing so might bring beneficial effects.
• CHANGES IN PEOPLE - Type of changes; people's attitudes, values, wants and needs, expectations,perceptions, and behaviors change as time goes on, but hanging them for the better is not easy to do.
• CHANGES IN STRUCTURE - Type of changes; due to changing conditions/situations and changing strategies used, organizations structures may also change according to work specialization, departmentalization and change of command the span of control, centralization, formalization, and job redesign.
• CHANGES IN TECHNOLOGY - Type of changes; refer to changes in work processes and methods used, the introduction of new equipment and work tools, automation, or computerization.
• TYPES OF CHANGES - CHANGES IN PEOPLE, CHANGES IN STRUCTURE, CHANGES IN TECHNOLOGY.
• EDUCATION - Managing resistance to change; employees have to be educated regarding the reasons for and the relevance of change.
• PARTICIPATION - Managing resistance to change; by allowing organization members to participate in decision-making related to bringing about change in their company.
• FACILITATION AND SUPPORT - Managing resistance to change; by providing new skills training and counseling for employees to minimize their fear to change.
• MANIPULATION OF INFORMATION - Managing resistance to change; by withholding damaging information about the change to make it acceptable to organization members.
• SELECTION OF PEOPLE - Managing resistance to change; by selecting people who are open to change to help disseminate the beneficial effects of change, resistance to change is lessened.
• COERCION - Managing resistance to change; it is the use of direct threats or force to make people accept change.
• MANAGING RESISTANCE TO CHANGE - EDUCATION, PARTICIPATION, FACILITATION AND SUPPORT, MANIPULATION OF INFORMATION, SELECTION OF PEOPLE, COERCION.
• UNDERSTANDING SITUATIONAL FACTORS - Waiting for the appropriate time and situation is suggested when bringing about the change in organizations.