A PRESENTATION ON ORGANIZATIONAL CHANGE MODEL

B y K un war Aje et S i ngh B ag he l P GD M {H R} 3044

What is change??????
C h a n g e i s t h e l a w o f na t u r e . I t i s n e c e ss a r y w a y o f li f e i n m o s t o r ga n i z a ti on s f o r t he i r s u r viv a l a n d g r o wt h . Ma n h a s t o m o u l d h i m s e l f c o n t i n u o u s l y t o m ee t n e w d e m a n d a n d f a c e ne w s i t u a t i o n s . T h e n t h e q u es ti o n a ri s e w h a t i s t h e o r ga n i z a ti on a l c h a n g e ? the term 'O r ga n i z a ti on a l C h a n g e i m p l i e s t h e cr ea ti o n o f i m b a l a n c e i n t h e e x i s t en c e pa tt e r n o r s i t u a t i o n .

Reason for the Change

Change in the organization is a must whether brought about deliberately or unwillingly. The reason for change are categorized as follows, change in business conditions, change in managerial personnel, deficiency in existing organizational patterns, technological and psychological reasons, government policies, size of the organization.

Models of change
Although there are a lots of change models and theories have been formulated by various experts and management gurus but here we will give a glance on few models of change At first we will discuss about Lewin's Three Step Change Model

Lewin's Three Step Change Model

Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing.

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Let us now consider the three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees' present behaviors or attitudes.

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C h an gi n g : Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change

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Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the

Edgar Huse's seven stage Model of Change

In 1980, Edgar Huse proposed a sevenstage OD model based upon the original three-stage model of Lewin. 2. Scouting - Where representatives from the organization meet with the OD consultant to identify and discuss the need for change. The change agent and client jointly explore issues to elicit the problems in need of attention. 3. Entry This stage involves the development of, and mutual agreement

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3. Diagnosis Here, the consultant diagnoses the underlying organizational problems based upon their previous knowledge and training. This stage involves the identification of specific improvement goals and a planned intervention strategy. 4. Planning A detailed series of intervention techniques and actions are brought together into a timetable or project plan for the change process. This

Continue(from last i de) 5. Action - Thesl intervention is carried out

according to the agreed plans. Previously established action steps are implemented. 6. Stabilization & Evaluation - The stage of 'refreezing' the system. Newly implemented codes of action, practices and systems are absorbed into everyday routines. Evaluation is conducted to determine the success of the change process and any need for further action is established.

John P Kotter's 'eight steps to successful change'

Kotter's eight step change model can be summarised as: 2. Increase urgency - inspire people to move, make objectives real and relevant. 3. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels. 4. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects

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4. Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against. 5. Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements. 6. Create short-term wins - Set aims that

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7. Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones. 8. Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.

Any Questions???

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