Models and Theories of ChangeLDR/515Week2FIVE DIFFERENT MODELS AND THEORIES OF CHANGE. DISCUSSING THE VALIDITY AND UTILITY OF THE MODELS. I. KURT-LEWIN THEORY OF CHANGE:This theory is also known as the Unfreeze-Change-Refreeze Model of Change. Kurt-Lewin proposed three simple steps to describe the "unfreeze-change-refreeze model. It basically means going from the State A into an unfrozen, change, and then reforming in a different pattern,1.The first step, unfreeze involves the process of letting go of certain restrictive attitudes during the initial stages through creating motivation and readiness to accept change. 2.The second step, "change" involves alteration of self-conceptions and ways of thinking through cognitive restructuring. …show more content…
The utility of the system has been proved not only in Manufacturing but in Service sectors also. The implementation in true spirit has brought change and what better can prove validity than the Japanese Auto Companies who have captured a sizeable U.S. and other countrys markets (Burnes, B. (2004) Kurt Lewin). III. REAL-TIME STRATEGIC CHANGE (RTSC) AND SEARCH CONFERENCES:A method involving dozens, hundreds or even thousands of people in the planning of organizational change. The meetings usually require a single bloc of three days and two nights. The underlying theory is that people support changes that they help to plan. Processes such Future Search or Search Conference can be used by smaller groups (usually 15 to 65 people) to develop an initial plan. A Future Search Conference is a 2 1/2-day planning meeting that: (1) helps large, diverse groups (organizations or communities) discover values, purposes, and projects they hold in common and (2) enables people to create a desired future together and act in pursuit of it (Holder, Robert J, 1994). Future Search or Search Conference:The Conference brings the "whole system" into the room to work on a task-focused agenda. The purpose is to find common goals and to develop actions to help meet those goals. It is meant to take stakeholders with different purposes and interests within an organization and bring them together to create a common vision of the future. The process can accommodate up to 64
Planning: The process of anticipating future events and conditions and determining the best way to achieve organizational objectives. Marketing Planning:
The transtheoretical model of change (TTM) consists of several stages associated with change (Calderwood, 2011). The first stage is described as the precontemplation stage; this stage is characterized with the client expressing shock or denial to the change
Each theory presented is easily understood, but the Person-Centered theory present new terms that may convolute it’s understanding. Contrarily, the Change Theory is one directional, with terms that are straight forward, and provides clear goals as the endpoint. The Change Theory is more objective in scope, while the Person-Centered theory is more subjective because of individual experience (McEwen &Wills, 2014).
“Organizational Management and Leadership” defines planning as “the development of goals, which leads to the development of an overall strategy for achieving those goals. Planning can be performed at all levels of an organization. Supervisors are planning when a weekly work schedule is put together for hourly staff. Top executives are planning when they define the mission statement of the company and determine how the organization can maintain its competitive advantage.”
Shirey (2013) wrote about Lewin’s theory of change in which three stages individuals move through before change is
The theory has 5 stages of behavior change: pre-contemplations, contemplation, preparation, action, and maintenance. The stages of change explain when and why people change.
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
Lippitt’s Phases of Change Theory Lippitt, Watson, and Westley (1958) extend Lewin’s Three-Step Change Theory. Lippitt, Watson, and Westley created a seven-step theory that focuses more on the role and responsibility of the change agent than on the evolution of the change itself. Information is continuously exchanged throughout the process. The seven steps are:
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
In the 3-step model for successful organizational change, Kurt Lewin argues that successful change in organizations follows 3 steps:
Lewin called the final stage of his change model freezing, but many refer to it as refreezing to symbolize the act of reinforcing, stabilizing and solidifying the new state after the change. The changes made to organizational processes, goals, structures, offerings or people are accepted and refrozen as the new norm or status quo.
Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.
In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this
Planning is a process of establishing a mission with clear goals as a means to achieve them. Good planning requires special skills and perspectives allowing decision-makers to understand the challenges they are facing and apply the most effective solution to a problem. In order to achieve success, one must plan accordingly. Planning can be short term or long term. Short term plans are done on daily basis and are easier to achieve than long term plans. Long term plans are also known as strategic plans and are used to achieve a long range vision or mission of a company. In both methods of planning, short term and long term, is necessary to achieve top notch results. Like in any other process, there are both benefits and pitfalls to a
1.1 The analysis must include consideration of two current schools of thought on change management and how they have contributed to organizational change