Organizational Change Model

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Organizational Change Models Grand Canyon University: LDR 615 March 12, 2014 Organizational Change Models It is common knowledge by now that change is inevitable. It is everywhere around us. Change can be fun, for example when a new version of the iPhone comes out. However, when change affects what we do everyday, there usually is a lot of skepticism and resistance to change involved. Apple employees were sure to feel enormous pressure as the sales of iPhones skyrocketed. To implement change on an organizational scale it is always a good idea to have a framework for building upon. Using change models can guide leaders through organizational changes and help pave their way to the future. This article discusses and…show more content…
Thirdly, Lewin unheeded the role of politics and power in organizations and its conflictual nature. Finally, Lewin was seen as supporting from a top-down management driven approach to change and ignoring conditions requiring bottom-up changes. Several strengths of Lewin’s Change Model are his effective approach to resolving social conflict through changing group behavior, promoting an ethical and humanistic approach to change, and using his four mutually-reinforcing concepts of: Field Theory, Group Dynamics, Action Research as well as the 3-Step Model in combination for the process of effective change (Levasseur, 2001). Bridge’s Transition Model Bridges Transition Model, written by William Bridges in 1991, is based on how people feel as they transition through changes (Evision, 2014). This model highlights three stages of transition that we all go through as we experience change. One is Ending, Losing and Letting Go that begin as the initial stage of transition when people are presented with a change. This is an uncomfortable stage as people are forced to give up something that is familiar to them. It is common to experience many types of emotion in this stage such as fear, denial, and anger. Stage two is the Neutral Zone where it is not uncommon to see confusion, impatience and uncertainty. Experiencing resentment, low morale, decreased productivity, anxiety and skepticism is often seen as the change is taking place. This is an important
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