Project on change
Phases of planned change
Lewin’s (1947a) three step model is often cited as his key contribution to organizational change however, attention have to be drawn to the fact that when developing this he was not just thinking about organizational issues. Nor did he intend it to be separate from the other three element which comprise his planned approach (Field theory, Group Dynamic and Action Research).
Lewin’s Three Steps:
v Unfreezing
Believe that the stability of human behavior was based on a quasi-stationary equilibrium supported by a complex field of driving and restraining forces.
Equilibrium has to be destabilized (unfrozen) before old behavior can be discarded (unlearnt).
v Moving
Any attempt to predict or identify a specific outcome from planned change is very difficult because of the complexity of the forces concerned. Instead, one should seek to take into consideration all the forces at work and identify and evaluate on a trial basis all the available option.
Move from a less acceptable to a more acceptable behavior v Refreezing
Seek to stabilize the group at a new quasi-stationary equilibrium in order to ensure that the new behaviors are relatively safe from regression
Lewin’s saw successful change as a group activity, because unless group norm and routines are also transformed, change to individual behaviors will not be sustained. NB Lewin’s did not believe that change would be easy or that the same approach could be applied in all situations.
Bullock and Batten four-phase model
v Exploration Phase
Here the organization explore and decide whether it wants to make specific changes and commit resources to planning the change.
The change process involved in this phase becomes aware of the need for change, searching for outside assistance (consultant/facilitator) to assist and implement the changes.
v Planning Phase
The Consultant/Facilitator and the organization have established contract, the next
Lewin’s (1947a) three step model is often cited as his key contribution to organizational change however, attention have to be drawn to the fact that when developing this he was not just thinking about organizational issues. Nor did he intend it to be separate from the other three element which comprise his planned approach (Field theory, Group Dynamic and Action Research).
Lewin’s Three Steps:
v Unfreezing
Believe that the stability of human behavior was based on a quasi-stationary equilibrium supported by a complex field of driving and restraining forces.
Equilibrium has to be destabilized (unfrozen) before old behavior can be discarded (unlearnt).
v Moving
Any attempt to predict or identify a specific outcome from planned change is very difficult because of the complexity of the forces concerned. Instead, one should seek to take into consideration all the forces at work and identify and evaluate on a trial basis all the available option.
Move from a less acceptable to a more acceptable behavior v Refreezing
Seek to stabilize the group at a new quasi-stationary equilibrium in order to ensure that the new behaviors are relatively safe from regression
Lewin’s saw successful change as a group activity, because unless group norm and routines are also transformed, change to individual behaviors will not be sustained. NB Lewin’s did not believe that change would be easy or that the same approach could be applied in all situations.
Bullock and Batten four-phase model
v Exploration Phase
Here the organization explore and decide whether it wants to make specific changes and commit resources to planning the change.
The change process involved in this phase becomes aware of the need for change, searching for outside assistance (consultant/facilitator) to assist and implement the changes.
v Planning Phase
The Consultant/Facilitator and the organization have established contract, the next