CHANGE

Defn: Change is defined as an alteration to make something

different.
Can also be defined as a process of intentional intervention.
CHANGE
Change: categorized as haphazard or planned

Planned change- change that results from a well-thought-

out and deliberate effort to make something happen.

-Planned change is the deliberate application of knowledge

and skill by a leader to bring about change.
-Assignment : discuss leadership roles and management
functions in planned changed
Four levels of change
• Knowledge
• Attitudes
• Individual behaviour
• Group behaviour
• The lowest difficulty and shortest time to make change
occurs with knowledge changes.
• Attitudes are more difficult to change because of being
emotionally charged.
• Individual behaviour is the next most difficult and time-
intensive change.
• Group behaviour and performance changes are the most
difficult and take the longest time.
 Group Behaviour

Individual behaviour
Attitudes
K
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Planned changed process
A successful change involves three elements namely:
(phases, stages)- developed by Lewin Kurt in 1951
• Unfreezing
• Moving and
• Refreezing.
Unfreezing
• The first stage.
• The change agent unfreezes forces that maintain the
status quo, thus people become discontented and aware
of a need to change.
• It is a process of thawing out of the system and creating
the motivation or readiness for change.
• An awareness of the need for change occurs.
• This first stage is cognitive exposure to change idea,
diagnosis of problem and work to generate alternative
solutions.
Unfreezing ct.
• A change agent needs trust, respect and rapport to
effectively unfreeze the individuals and groups.
• Awareness of the need for change is generated from:
➢Unmet expectations
➢Discomfort about action/inaction
➢Removal of an obstacle to change
• The unfreezing is complete when those involved
understand and accept the necessity to change.
2nd stage:Moving
• It means moving to a new level of behaviuor, implying that
the actual change occurs in this stage.
• When the individuals collect enough information to clarify
and identify the problem, then the change itself can be
planned out and initiated.
• Looking at the problem from a new perspective occurs.
• In the moving stage, change can be pretested and a
transition period launched.
3rd stage-final stage
Refreezing.
• In this stage, new changes are integrated and stabilized
• Reinforcement of behaviour is crucial as individuals
integrate the change into their own value system.
• Technique of positive feedback, encouragement and
constructive criticism reinforce new behaviour.
• Individuals naturally strive for equilibrium ie balance
between driving forces that promote change and
restraining forces that inhibit chance.
• To create change , the equilibrium is broken by altering
the relative strengths of driving and restraining forces.
• Unfreezing occurs when disequilibrium is introduced into
the system to disrupt the status quo .
• Assignment: discuss the roles of the change agent- in
each of the three stages/phases of change.
5 phases of adoption of change
• Awareness
• Interest
• Evaluation
• Trial
• Adoption
Emotional Response to Change
• Equilibrium
• Denial
• Anger
• Bargaining
• Chaos
• Depression
• Resignation
• Openness
• Readiness
• Reemergence
Resistance
• Resistance to change is expected as integral to the whole
process of change.
• Resistance occurs because are afraid of being
disorganized or of having their routines interrupted.
• Some may have vested interest in the status quo.
• Change may diminish the status of some people or their
web of interpersonal relationships may be disrrupted.
• Almost all changes encounter some resistance.
Resistance seems to arise from fear.
Some individuals fear expenditure of energy needed to
cope with change.
Some fear loss of status, power, control, money or their job.
• Not all resistance is bad. It may be a warning to the
change agent to reevaluate the change, clarify the
purpose or increase communication.
• The change agent needs to anticipate resistance,
determine why it is occuring and decipher what the
person who is resisting is trying to protect.
Manifestations of Resistance
Four manifestations of resistance to change.
• Active resistance through frustration and aggression
• Organized passive resistance or resisting change
collectively
• Indifference by ignoring or attempting to divert attention
elsewhere.
• Acceptance on the surface or by not openly opposing a
change.