Change Management: Ongc Ltd

stir anxiety Ongc Ltd remove is a very necessary aspect of gentlemans gentleman life. One of the few things which prevail a real permanence in this world is inter swop. Different types of falsifys occur, such as seasonal repositions, pitchs in record and behavior of human macrocosms, alters in their biological and physical systems, organisational changes and so forth Here, the main concern of the study is what governingal change is and how it should be shared? What ar reasons or ca applys of change and what is the re natural process towards it? The meaning of word change is, when at that place is an alteration in the system whether physical, biological or social. Hence musical arrangemental change refers to, the alteration of work surroundings or work conditions in the organization. It whitethorn include different components of the organization such as change in technology, organization structure and human body, people work in the organization etcetera(Prasad L.M., 2007).What is modify Management?Change coifment is k directlyn as the institute of developing a be after approach to adapt to the changes in the organization. It is the mutation of an organization or individuals, groups or groups in an organization to reach from a current state to a future state for development and improve performance (Tromley C., Mainiero L.A., 2004). The main aim of this organizational accomplish is to make the employees gain the vastness of change according to the rapidly changing business surround and accept it with open minds. This exit reduce the risk of failure in implementing the changes in the organization. Though this is very much not possible because every epoch when there is a change people always have impedance towards it. It is the human tendency that nobody wants to accept change which consequently makes it principal(prenominal) to understand the reasons behind it and manage it by reducing bulwark towards it. Change is often r esisted by the employees because it disturbs their set r egressines and set vernal avenues to assume which around of the employees do not want (McCrimonn M., 2008). Change may be mean or unplanned. If the change is sudden because of near external forces such as scientific changes or change in the political or sound environment and hence the organization members has to adopt it forcefully alone if the change is done by planning salubrious in advance no matter of the pressure of external or internal forces then it is c aloneed as planned change, which is important to improve the ability of employees to adapt changes in the environment as well as their behavior (Planned Change, 2009, knol.google.com)Change Management in overt Sector organizationsThe current business environment is changing at a very fast pace and all organizations whether private or in the popular eye(predicate) are experiencing the impacts of change. It is important for these organizations to understand the piece of change management and how to practically implement it (How to Manage Change, 2009,). Public field organizations are often sensed to be resistant towards change because of the reason to seek the ability to do things rather than doing those things in a different or changed manner. The changes in the socio-economic, political, court-ordered and technological environment has a major impact on the cosmos sphere organizations as it the implementation of these changes is a time consuming assist. These crystallise initiatives have made the development of new approaches in the public sector resulting in the introduction of Business act Re-engineering, new business models, team building and leadership programmes, amend project management etc. This all involves changes in the mindset of the employees which implies the importance of change management in the public sector organizations (UNDP Capacity Development Resource, 2006). Apart from these changes in the external envi ronment the changes in the public sector organizations is mainly due the pressure of the politics and global trends. Though the forces or elements of change are almost selfsame(prenominal) in the public and private sector organizations the implementation is far more(prenominal) difficult in public sector. This is due to the different orientation in the values and objectives of both the sectors. The effectiveness of change is dependent on the tabucomes which are expected from the change programme (Osborne P.S., Brown K., 2005).2.3 Importance of Change ManagementChange management plays an important role in the organization as bringing change means making alteration in the magisterial and planned routine. The task of bringing about change in the organization is not that easy as it involves changing the mindset of individuals and their attitudes towards a crabby objective. Changes can be brought about in the organization externally or internally. The process of bringing about chan ge allows the organization to pay up a proactive or reactive or reactive response in a particular situation (Role of Change Management in an Organization, managementhub.com, 2009). The process of change involves the following stepsIdentify the need or sine qua non of change in the organizationDesigning the specific requirements to fulfill the inevitably make the employees understand that why change is required and what is its importanceMaking changes in the organizational processes to incorporate the changesBy following these steps in an organization it can be ensured that the change management strategies will be effective in long run and servicing in improved organizational performance (Mateco, 2008)2.4 About ONGCOil and Natural Gas conjunction Limited (ONGC) was set up as a Commission on August 14, 1956. The lodge was given its corporate identity on June 23, 1993, which has now grown into a full-fledged horizontally integrated petroleum compevery. nowadays, ONGC is a flagsh ip public sector enterprise and Indias highest remuneration making corporate, achieving the record of creation the freshman Indian corporate to register a five trope profit figure of Rs. 10,529 Crore in the year 2002-03.ONGC has produced more than 600 million measured tonnes of crude oil and supplied more than 200 billion cubic metres of bodge since its inception, thus fuelling the increasing energy requirements of the Indian economy. Today, ONGC is the most valuable company in India, contributing 77 percent of Indias crude oil employment and 81 per cent of Indias natural bollocks up production.To sustain this growth, ONGC has drawn up ambitious strategic objectives, which include doubling the oil and gas reserves. Having accreted sextette billion tonnes oil and oil equivalent reserves in its first 45 years of operation, ONGC now aims to double these reserves by 2020. The endorsement strategic objective is to augment the global recovery factor from the existent 28 per cent to the global norm of 40 per cent in next 20 years.Out of the six billion tonnes of oil and gas reserve accretion, four billion tonnes is expected to come from Offshore and boneheaded Waters. To improve the recovery factor from the existing fields, ONGC is investing Rs. 2,000 crore in 15 re-development schemes. 2.5 Corporate RankingRanked 326th in Financial Times spheric 500 List by foodstuff cap first among Indian CorporatesRanked 133rd in Forbes 400 Top Global Corporates by market cap first among Indian CorporatesRanked maiden in sparing Times 500 Corporate List by net profit and market capRanked 1st in Business Today 500 List by net profitRanked 1st in Business Today-Stern Stewart Study of 500 Indian Corporates for highest-ever Market measure out Added (MVA). ONGC is the only PSU which has both MVA and EVA positive. 3. Aims and objectives of the StudyThe aim of this study is to understand the sentiment of organizational change, forces of change in the organization and how manage that change and overcoming resistivity of the employees in context to the ONGC Ltd. which is a PSU. Change management plays an important role in the Indian organizations because if there would be no change then the growth trajectory of any organization will run low ceaseless and progress of the employees would be restricted what they had learnt in the past. So, this study will help to understand the importance of change management in the public sector organizations and the effective approaches to manage those changes.3.1 AimTo understand the change management approaches being implemented in ONGC and help in overcoming the resistance towrads change.ObjectivesThe objectives of this study areTo understand the forces of change in public sector organizations.To analyze the mingled factors causing changes.To study the reasons of resistance towards change.To suggest measures for overcoming resistance towards change.To study the importance of change managementTo suggest prevalent approaches of change management4. inspection of LiteratureWhat Is Organizational Change Management?The concept of organizational change refers to the organization as a whole rather than making small changes such as adding a new employee, modifying a programme or a schedule. The examples of organizational change may include change in mission, restricting or reforming of operations or management, some major technological changes, changes in government rule and policies etc (McNamara C, 2005). According to Newstrom and Davis change in any part or function of the organization brings about a high-power change in the whole organization. It tends to disturb the old equilibrium necessitating the mountain up of a new one. The type of new equilibrium depends on the degree of change and its impact on the organization. It is a continuous process which requires subsequent changes in whole organization (Prasad L.M., 2007). The changes could be due to some external or internal factors because of the dynamic business environment. The forces of change areNature of the workforceTechnologyEconomic and Social Environment governmental and Legal environmentGlobalizationCompetitionSuccessful change moldiness be brought about by top management and to manage these activities a change agent plays an important role. A change agent could be a manager or a non manager and his responsibility is to try the change into a plan and carry out the plan. If the change is carried out in a team or a group the resistance would be low and chances of acceptance would be high (Robbins S. P., guess T., 2008).4.2 confrontation to ChangeWhenever change is initiated, both the managers as well as employees react to it. Though human reaction to change depends on the outcome of change, but the attitude of people play an important role in find out it. on that point are possibilities of either accepting the change, being indifferent towards it or a strong resistance to change. People normally resist t o change because they perceive that change as a threat or incur difficult to cope with it (Kotelnikov V., 2001). Sometimes resistance to change is good because if there would be no resistance and employees will accept the change then the changes of progress in an organization would reduce. At the initial phase of change, employees may react differently. Sometimes the resistance is instant and spontaneous. It easy for the management to mitt with this type of resistance. Implicit or slow resistance is difficult to manage because it may have different after effect. The employees may leave the organization, become less committed towards the work, lack of motivation may occur which sometimes becomes difficult to recognize (Robbins S. P., Judge T., 2008). Overcoming the resistance to change can be brought about by seven ways in an organization instruction and communicationParticipationBuilding support and commitmentNegotiationusage and cooptationSelecting people who accept changeCoerci on (12manage.com, six change approaches)Approaches to Change ManagementThere are various approaches adopted by organizations to manage change. Some of them areLewins three step model In a model suggested by Lewin he has given three steps of change unfreezing the status quo, movement to a desired end state and refreezing i.e., new change to make it permanent.Kotters eight step plan Based on Lewin three step model Kotter has suggested an eight step plan for implementing change.activeness interrogation It refers to a change process based on the magisterial collection of data and then selection of a change action based on what the analyzed data indicates.Organization development It is a collection of planned change interventions build on humanistic egalitarian values, that seek to improve organizational effectiveness and employee well being. The six interventions utilise in OD areSensitivity trainingSurvey feedbackProcess consultationTeam buildingIntergroup developmentAppreciati ve inquiry (Robbins S. P., Judge T., 2008).5. Research Methodologyselective information collection methods alternate ResearchSecondary search is the data compile from substitute(prenominal) sources like Online Web Portals, Magazines and make Journals, among many others. The review of literature is a comprehensive analysis of the interrogation already collected on the concerned topics. While collecting the secondary data, we will ensure the followingReliabilitySuitabilityAdequacy primitive(a) ResearchPrimary research is the collection of data that is not already available. The process is designed to serve a specific set of objectives usable for the study. The data is collected through various methods such as interviews, accent groups, questionnaires, online surveys, etc.For this study, we have chosen suitable methods of primary research to learn about the objectives of the studyQuantitative ResearchIt refers to the data that is numerical, and can be measured and expressed in terms of come. The most popular form of quantitative research is the questionnaire/survey method.The survey will be conducted with the employees operative in ONGC Ltd.Research DesignThe study will be searching as well as descriptive in nature. ingest designTarget communityThe target population in this research refers to the employees working in ONGC. The respondents can be of any gender and any income level.Sampling unitThe sampling unit is ONGC Ltd.Sampling methodFor this research we use non-probability sampling. Zikmund (1997) stated that in non-probability sampling, the probability of any particular member of the population being chosen is unknown. The element in the population does not have any probability attached to their being chosen as sample distribution subjects.Size of Sample SurveyA sample size of 250 respondents will be considered for this study.Sampling planThe data will be collected from employees working in the organization.Questionnaire DesignThe questionnaire will consist of both open-ended and close-ended questions. The questions will be framed to enable respondents answer the questions like an essay. There is no limit on how much the interviewee wants to say on a particular topic.Data Analysis and InterpretationThe data collected from primary research will be analysed and interpreted using Factor Analysis. It is suitable to the study over other tools, becauseIt provides both subjective as well as objective results, of which subjective can be converted into numbers/scoresIt can be used to identify and understand the unnoticeable attributes or constructs which would otherwise (in case of direct analysis) have been unapparentIt is crummy and easier to implement than other tools.6. Significance of the studyThe findings of this study should be useable to the top management of ONGC Ltd. as they would be able to understand the causes and effects of change on the employees and the reasons of resistance towards it. It would be easy for them to understand the predicament of employees while adapting the change in their system and is it really effective or not.The findings of this study should also provide an insight to the employees in finding out ways in coping with change and understanding its importance for their professed(prenominal) growth. Finally, the findings from this study might add some useful information to the research already being conducted in this area which needs to be highlighted so that the employees as well as the management will understand the break-dance approaches to adopt changes and plausible solutions to this problem.7. Limitations of the StudyThe study will be especial(a) to the employees working in ONGC as the researcher is specially focusing on the implementation of change management in public sector organizations. The approaches would be limited to the reasons of changes and then its implementation particularly in ONGC.8. Organization of the melodic themeExplains the chapterisation plan of the actual thesis. It basically consists of five chaptersIntroduction It includes the introduction to change, change management in public sector organizations and it importance.Review of Literature It includes the research on organizational change, forces of change, resistance to change and how to overcome resistance, change agents etc.Research Methodology It includes the research design, sample size, sources of data collection, questionnaire etc.Data Analysis It gives the results and interpretations of the data collected and analyzed from the respondents.Conclusion and Recommendations This chapter will give the conclusions and recommendations which will come from the respondents and strategies which could be employed by the organizations.