Change management in power distribution, Electrical Engineering

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Change Management in Power Distribution:

  • Organisational change might be described as an organisation-wide effort to augment the effectiveness of an organisation through strengthening, modifying, or replacing the culture, technology, structure, task, and human processes by the application of planned interventions along with or without the assistance of external agents.
  • Individuals & organisations respond differently to change. Four distinct response patterns and transition behaviours have been identified: overwhelmed, entrenched, BSers and learner types.
  • Resistance to change is a natural phenomenon; it is an inevitable response to any main change. There is various purposes for that employees oppose any change. Ten classic reasons have been cited for that people resist change within the early stages of any new endeavour.
  • Employee resistance might take various forms: persistent reduction in outputs, increase in the number of "quits" and requests for transfer, chronic quarrels, wildcat or slow down strikes, sudden hostility, and of course the expression of a lot of pseudo logical reasons why the change will not work.
  • "Managing" resistance is one of the most disconcerting & taxing tasks faced through the organisations the world over. Organisations require being concerned about the feelings of people, knowing the causes of their resistance, and accordingly moderating their responses. Since a manager, you would be needed to master several strategies and approaches to moderate resistance. Six approaches have been put forward to maintain resistance to change: education & communication, involvement & participation, explicit and implicit coercion negotiation and agreement, manipulation and co-option, and facilitation and support,.
  • There are four practical steps which all managers could embark on Build in Participation, Convince People, Recognise and Reward Desired New Behaviour, Provide Time and Opportunity to Disengage
  • The other Change Model entails five phases: development of required for change (unfreezing), establishment of modify relationship, working towards change (moving), generalization & stabilization of modified (refreezing) and achieving a terminal relationship.
  • A few contemporary models of change management are the Congruence Model, the Change Management Process Model the Awareness, Desire, Knowledge, Ability, Reinforcement (ADKAR) Model Intervention Strategy Model.


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