Applying Action Research Strategies For Successful Execution Essay

The first step in the process is to identify and define the problem at hand. During this step, all the information is gathered and looked over. This allows for the problem to be clearly identified and hopefully making the whole process easier. Step two of the process is to begin generating possible solutions. In this step, managers can begin formulating one or several potential solutions (Lombardi, Schermerhorn, & Kramer). Before going onto step three, some additional information may be required, because step three is when a plan of action is chosen. In the fourth step, the chosen plan is implemented. It is the responsibility of the manager to make sure this portion goes smoothly. Everyone on the team should know exactly what they should be doing. The final step in the process is to review the results. In reviewing the outcome of the action plan that has been chosen, you may find things that need to be altered and you may find things that are going perfectly. At this point the appropriate changes should be made.

No matter how easy is may seem on the surface, the unfreezing, moving and refreezing stages of Lewin’s 3-Step model must be taken (Lewin, 1946). These stages are difficult and persistence by the organization in sticking to its objectives for growth and improvement must remain a top priority. In reality no matter how many positives a new idea is there will always be resistance when it is introduced. Change management is therefore central to the process of making the transition from the old system to the new and change management practices should be employed throughout the transition (ITIL,

According to Sullivan and Decker (2009), “Emphasis is placed on the assessment phase of change for two reasons. Without data collection and analysis, planned change will not proceed past the “wouldn’t it be a good idea if” stage” (Sullivan & Decker, 2009, "Chapter 5, Initiating and Implementing Change, The Change Process"). Change does not have to come from only a problem, it can also come from an opportunity. Once the problem or opportunity has been properly identified, internal and external data can be collected. Many factors will have to be examined, like who would benefit from the changes and the costs associated with the changes. Once all the data has been collected, it is imperative that it gets analyzed. A statistical analysis could prove even more beneficial especially if it is presented visually, with either graphs or charts. Once a direction has been established, the next part in the process can begin. In the planning stage, the who, when, and how of the change are determined and the target area is decided. Those in the target are should be actively involved with the planning stage. Doing so will hopefully lessen the chances of resistance later on. In the next stage, which is implementation, the plan is put into motion. There are two different methods for change; changing an individual and changing a group. Information giving is the most common method used in changing an individuals’ attitudes and values. According

Organizational diagnosis is necessary in this rapidly changing world so that organizations do not miss out on opportunities and threats. Everything needs to be planned, and accordingly goals need to be set and achieved. There are many ways of diagnosing an organization, several of which will be discussed below. It answers the questions of why there should be change in organization and what is the purpose of the change.

Analysing progress – After progress has been made analyse what went right and what needs improving. Set goals to build on the progress further to ensure that this is measurable this

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

After reading Craig Mertler’s (2013) book, Action Research: Improving Schools and Empowering Educators, I learned there are four basic steps in the process of action research: identify the area of focus and determine what the problem is, collect data to answer the question, analyze and interpret data, develop a plan of action. Next year I would like to use the process of action research

At the core of the process is an examination and review of an organization’s status as revealed

For this written assignment, I will imagine that I am on a team in my workplace and have identified a new best practice to implement. I will describe the steps of implementing this practice and research about how change comes about in the workplace. I will check policies and procedures in my workplace and may need to speak to a supervisor who has experience in this area. I will provide literature and support on why this change needs to occur. I will provide references on this material and a conclusion.

The significance of Lewin’s change theory lay not in the formality of the theory itself but rather on his ability to conceptualize real situations and as a result come up with models that reflect ideal situations. Kurt Lewin cut a niche for himself as one of the pioneers of the applied, organizational and social psychology. Born Kurt Zadek Lewin in September 9 1890, he is acknowledged as the founder of social psychology and among the first people to study organizational development and group dynamics. He lays claim to the term action research which he coined in 1944 to try and explain the effect of social action and the factors that lead to the same. A spiral circle

On the other hand, Lewin’s change model or action research model is not suitable for David Jones case because of focusing on more problems in the organisation than concentrating on retail environmental changes. The result of implementation of Lewin’s change model or action research model would be led to the strategic failure. The possibility of positive model of planned change for David Jones makes it necessary for the company to use positive model.

According to Burnes, Kurt Lewin’s theory of change management has stayed relevant for over forty plus years, however as of recently, lewin’s approach was met with major scrutiny with critics often pointing out that change management theory applies to to work in situations where the work environment or project is small in nature and applies heavily on the fact that the organisation is stable and ignored instrumental politics in the business and furthermore was criticized for focusing too heaviliy on management driven tactics (Burnes, 2004). Burnes has specifically stated that the intention of the article is to reevaluate and to test the claims against the greater benefits that has been gained. It is very evident from the article that Burnes specifically talks about the social challenges that Lewin has faced and how that has in turn driven Lewin to create the Planned Approach to change and the elements of the change, which are Field Theory, Group Dynamics, Action Research and finally, the

To survive long term in competitive world, profit or non-profit organisations have required change according to the change business environment such as globalisation, technological changes and uncertain events. There are several models developed to manage and lead the change. These models are Lewin’s change model, Kotter’s 8-step model and action research. With the support of management I would like to follow kotter’s 8-step model to manage and lead to change in the organisation. By following the steps of these models

Kurt Lewin developed a model of the change process that has stood the test of time and continues to influence the way organizations manage planned change. Lewin’s change model is a three-step process. The process begins with unfreezing, which is a critical first obstacle in the change process. Unfreezing involves encouraging individuals to shed old behaviors by changing the status quo. The second step in the change process is moving. In the moving stage, new attitudes, values, and behaviors are substituted for old ones. Organizations accomplish moving by initiating new options and explaining the rationale for the change, as well as by providing training to help employees develop the new skills they need. The last step in the change process is Refreezing. In this step, new attitudes, values, and behaviors are established as the new normal. The new ways of operating are concrete and reinforced. Managers should ensure

This paper summarizes an action research project of our organization looking into an oversight of operations, revealing key experiences of stakeholders that cultivated themes. Through this effort, a central point formed warranting implementation and innovation changing policies and procedures (contract) within the organization. Action researcher gathered data on interworking relationships and culture by quantitative and qualitative methods for the purpose of streamlining operations and enhancing work relations as well as the effectiveness of individual performances for the benefit of the individuals and organization’s well-being (Stringer 2014). Key stakeholders were selected as the center focus of participants as to further learn and understand the perspectives and experience the stakeholder’s qualities, convictions, and hypothetical viewpoints as the researcher perceived them as their reality to be in the daily interworking of the organization. Further contents of this paper will reveal that the action research and the participants demonstrated a shared understanding of the mechanism behind action research methodology with a common purpose of project deliverables in its intended use for the targeted application of evaluation results.