Models and Theorists in Organizational Developement

The Contemplation Stage and Preparation Stage of the Stages of Change Model vary greatly. In the Contemplation Stage, a person reflects on their own behavior, their ability to change, and the outcome it would bring compared to their current behavior. After a person has moved on from the Contemplation Stage, they take a step forward and begin test their ability to change by taking small steps like foreshadowing the difficulties that they will face and like the name of the stage suggest, prepare for them.

Unfreezing:-  This stage is about getting ready to change. It involves getting to a point of understanding that change is necessary, and getting ready to move away from our current comfort zone. It ideally implies creating a situation in which we want the change.

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.

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. Organizational structure also determines how information flows from level to level within the company (investopedia.com, 2017). If one level or department does not undertake its function accurately the entire business suffers, because all the departments interrelated to each other. There are generally four types of organizational structure:

For me in module 5, the part I found most valuable was Janssen’s Model of Change. I enjoyed learning about the four different states. Comfort (Stage 1), Denial (Stage 2), Confusion (Stage 3), and Renewal (Stage 4). The stages state different feelings a person will feel during the change process. During the Comfort stage, the person is in their normal routine. They feel comfortable because it is what they are used to. Denial takes place when situations force a change on the individual. Often they may feel overwhelm, not wanting to confront the issue, or wishing to stay in their comfort stage. An important note regarding the denial stage is that contrary to what people think, that resisting change brings less stress, the opposite is true. Denying change causes the person more stress, and it is at this stage they spend more energy. Confusion sets in once the person has accepted to change, and is about to begin the journey from the known comfort to the unknown. Renewal, the last stage of change, is where you have accepted the change. The change may not necessarily be something you like, but you have accepted it. With time you will return to the first

The final stage of implementing a change process according to Lewins, is refreezing. During this stage the change is continued and supported within the specific environment. The final stage according to Lippitt, Watson, and Westley, is phase seven, dismissal of the relationship that is aiding the change. The change is now successfully and permanently established during the final stages of change.

Organisation structure defines pattern of how the activities, communication, control and determine how the responsibilities and information follows between the different levels of management, so organisation achieve its goal with right structure. (Pettinger.2007, p421) There is many ways organisation can be structured such as; flat structure is flat and one person at top, everyone else report to tope and gives them equal involvement. Hierarchy structure is the biggest structure with many levels of layers. Hierarchy is used by most large organisation and the levels are one above the other and one person has number of workers under them within their span of control. Tall structure is tall with many level of hierarchy with many management levels. It’s one of the most complicated and complex structure with slower respond. (Bounlesscom, 2014)

In examining change, Lewin identified three phases of the change process - unfreezing, changing, and refreezing. This involves getting people ready for the change, providing new patterns of behavior, integrating the behavior into the individual permanently.

Kurt Lewin theorized that these three stages, unfreezing, change, and refreezing are the stages to change.

Hierarchical structure includes an association 's inside example of connections, power and correspondence. Structure is involved formal lines of power and correspondence and the data and additionally information that stream thus. In this way, authoritative structure characterizes the lines of power and correspondence, serves to apportion assignments and assets and gives a method for coordination.

There are five main stages addressed by each individual that goes through a change process:

Organizational development is having the competence to recognize where a company is at currently and the vision of what a company could evolve into. OD is giving the company the tools to make it successful in the long run (Brown, 2011). Before this class I did not understand all the concepts associated with OD or how they could benefit me in the future. I now will be able to develop diagnostic skills to identify OD issues, problems, and opportunities; acquire the ability to apply OD knowledge to organizational situations, and identify organizational situations that require professional assistance, thus achieving my personal and professional goals.

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. (Investopedia, 2017) , It determines the guidelines of activities such as task distribution, coordination, and supervision to reach and achieve organizational objectives. The organization can be structured in various ways, depending on its objectives.

Skill variety - describes the set of skills and activities required to perform a job;

Over the last 40 years, organization development has been widely applied in organizations settings across the world since it emanated from United States (Rees, 2008) and has progressed from a limited conceptual and practice base into a comprehensive, global approach to organizational improvement (Glassman and Cummings,1991), so it seems that understanding organization development’s content and its relations to organizations has become more and more critical for OD professions. Therefore, as a student study organizational change and development, I will explore these aspects in this essay.