Preview

The Positive Model

Good Essays
Open Document
Open Document
847 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
The Positive Model
Running head: THE POSITIVE CHANGE

The Positive Model

Organizational Assessment
MGMT 583

July 10, 2011
Abstract

Organizational change management is the interrelationship between organizational change and human change while staying in the constraints of budget and time. Kubr (1996) states, “organizational changes can involve; products and service, technologies, systems, relationships, organizational culture, management techniques and style, strategies pursued, competences and capabilities, performances and other features of a business. These changes further affect features in an organization which may require further changes in structure, legal framework, ownership, sources of finance, networks and impacts. In addition, Kubr argues the behavior of organizational workers at all levels determines what organizational changes can be made and what real benefits will be drawn from them. People must therefore understand change and be willing and able to embrace it. This can only be done if they are willing to learn new knowledge, absorb more information, upgrade their skills, and modify their work habits, values, and attitudes. No real lasting change can occur without a change in attitude and behavior.” Therefore, for the purposes of this paper I will attempt to discuss the three planned change model concepts and the difference between them.

Lewin’s Change Model

Behavioral scientist Kurt Lewin is known for developing the force field analysis, a technique used for diagnosing and analyzing various change strategies in particular situations. In examining change, he identified three phases of the change process: unfreezing, moving or changing, and refreezing. The unfreezing phase requires recognizing the need for change, becoming an expert on what is changing, informing individuals or employees about the change and telling them how it will improve or simplify their ability to accomplish their job. The moving or changing phase involves actually


References: Brainy Quote, (2001-2011). Anatole France: Change. Retrieved on July 7, 2011 from http://www.brainyquote.com/quotes/authors/a/anatole_france.html Cummings, T. G., & Worley, C. G. (2009). Organization Development & Change. 9th Edition . Mason, OH: Cengage. Kubr, M. Management Consulting: A guide to the Profession (3rd ed). Geneva: International Labor Office, 1996
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Better Essays

    Ldr/300 Week 3 Change Management Research Paper
    • 1109 Words
    • 5 Pages

    Ldr/300 Week 3 Change Management Research Paper

    Change is inevitable in a society for all types of businesses. Various changes need to occur within an organization due to the economy, mergers, customer’s preferences, technology, and globalization. To eliminate the resistance of change leaders should be aware of why managers and employees shun from it. Leaders should also become experts regarding methods to help employees adapt during the change process because of the positive and negative outcomes that can occur. In doing so, the process can become a successful experience.…

    • 1109 Words
    • 5 Pages
    Better Essays
    Read More
  • Good Essays

    Change Model
    • 555 Words
    • 3 Pages

    Change Model

    Implementing planned organizational change is partly a science, partly an art. It has also become part of a desired skill set—and mindset—needed by most companies, regardless of industry, size, and geographic location. While experience is important in this endeavor, knowing and using classic and contemporary wisdom from models, roadmaps, and frameworks is necessary. CEOs and practicing managers hire coaches and consultants who specialize in change management to help diagnose, plan, and implement individual, group, and organizational changes in their organizations. This chapter introduces the art and knowledge of implementing change.…

    • 555 Words
    • 3 Pages
    Good Essays
    Read More
  • Powerful Essays

    U010A1 Final Paper
    • 3116 Words
    • 13 Pages

    U010A1 Final Paper

    Change management entails thoughtful planning, sensitive implementation and involvement of the people affected by the change. Since managing change in organizations requires adhering to personal as well as the organizational needs of the people involved in the change, it should be holistic, achievable and measurable. Utilizing these principles of change will require reevaluating how we propose change management strategies as it relates to business decisions and processes. If you force change on people, problems will arise and resistance to change processes will build (businessballs.com).…

    • 3116 Words
    • 13 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Theoretical Matrix
    • 1468 Words
    • 6 Pages

    Theoretical Matrix

    | Lewin’s Field Theory is based upon the premise of organizational change. Using a three stage process of change Unfreeze, Move, and Refreeze. When implementing change, Lewin insisted that –“what does not work is telling people they need to change.” Instead change is based upon behaviors which are a person’s interactions within a group or environment or context within an organization. Lewin’s formula {B = f (P, E)}, where B = behavior is a function of a person’s (P) interactions within the environment (E), also known as context explains the unique relationship between a person and their interaction within the environment. This theory state in order to motivate individuals to change you must create dissatisfaction; breaking “social habits” or group norm start with creating a sense disequilibrium and discomfort, for the individual. This is known as Unfreezing or changing old habits. Moving or creating new methods of operating is most effective when done in a group setting and is based upon the idea – people normally do not resist change, but resist how change is implemented. Refreezing is where management reinforces newly group established…

    • 1468 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Good Essays

    week 4
    • 720 Words
    • 3 Pages

    week 4

    Managers and lower level employees have different objectives and responsibilities within an organization. Ultimately managers and employees work towards a similar general goal of completing tasks to generate more revenue for a business. Having a successful business relies on more than managers and employees oiling the wheel of change. A fruitful business also depends on two change agents; human and non- human change agents. When combating change it can be difficult for managers to overcome confrontation and find supportive avenues to unexpected problems. However, by understanding, factoring, implementing and utilizing the change management process will help ensure the success of any business when change is in demand (Akin, Dunford, & Palmer, 2006).…

    • 720 Words
    • 3 Pages
    Good Essays
    Read More
  • Satisfactory Essays

    Case Study Ldr 535 Leading Change
    • 271 Words
    • 2 Pages

    Case Study Ldr 535 Leading Change

    Many changes implemented to change something within an organization are implemented with minimal attention given to the resistance that generally occurs during the implementation, and the human aspects of change. Managers show slight understanding about the serious role that the human aspects have in influencing the change transition phase. Usually, managers focus on the technical and operational aspects of change initiatives within their organizations.…

    • 271 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Satisfactory Essays

    Leader-Member Exchange Essay
    • 412 Words
    • 2 Pages

    Leader-Member Exchange Essay

    Theories of change describe the effectiveness with which organizations are able to modify their strategies, processes, and structures. The rate of major organizational change has accelerated dramatically in this decade. Experts have estimated that 30 years ago, the largest companies typically had only one or two simultaneous enterprise-wide change initiatives; however, according to a corporate executive board CEB organizational research available today: A typical organization has undertaken five major firm-wide changes in the past three years; 73% of the organizations expect a greater number of changes over the next three years; only 34% of the organizations are clearly successful at managing change. Major change initiatives are not limited to big companies. According to the society human resource management SHRM (2007) change-management survey report, 80% of organizations had planned or implemented major organizational initiatives requiring change management during the previous 24 months. Different organizations use different organizational change models to remain competitive in the marketplace (e.g., the positive model; the action research model; Lewin's model; Kanter, Stein, and Jick, 1992; Kotter's model, 1996; and Luecke model, 2003) all of these studies showed that leadership is the key factor for the process of change. As change initiatives have become more frequent and widespread, the importance of managing individuals through change has gained credence. Many corporate leaders have concluded that failing to manage employees through change can be costly. Employees who are dissatisfied with or upset by a change are generally less…

    • 412 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Theoretical Foundation Change
    • 702 Words
    • 3 Pages

    Theoretical Foundation Change

    Many researchers have endeavored to define readiness for organizational change and have resulted in the development of processes aimed at guiding change. Organizational change can range from simple to complex shifts in the way of work. Some changes can be departmental, procedural, or an entire company modification. Change leaders must consider many aspects of the organization before restructuring can take place. It is natural for an organization to experience resistance, eagerness, and frustration during a change initiative and therefore knowing when and how to manage change is imperative to ensure success. The following discussion will identify factors that will help guide an organization in determining the need and readiness for change.…

    • 702 Words
    • 3 Pages
    Good Essays
    Read More
  • Good Essays

    Themes Of The Heart Of Change
    • 1671 Words
    • 7 Pages

    Themes Of The Heart Of Change

    The Heart of Change, written by John P. Kotter and Dan S. Cohen, reflects upon change and its influence on organizations. Kotter and Cohen claim that change is the only constant. By focusing on change management through the behaviors of people, the authors claim that an eight step process to alter organizational changes is possible and can lead to successful outcomes. The author demonstrates the success of change management through real life scenarios that influenced and motivated change in that particular organization. John M Ivancevich’s Organization Behavior and Management focuses on behavior and management within work settings. The Heart of Change and Organization Behavior and Management correlate with one another by addressing how change is vital for any organization. The main themes of both books can be summarized by the following statement: “In order to make any transformation successful, you must change…

    • 1671 Words
    • 7 Pages
    Good Essays
    Read More
  • Powerful Essays

    Hrm 531 Resistance To Change
    • 1399 Words
    • 6 Pages

    Hrm 531 Resistance To Change

    This model is based on the theory that planned organizational change can occur by changing the behavior and attitudes of employees. These changes occur from three distinct stages. The first stage of this model 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 the status quo. The second stage is to change what needs to be changed. This is a challenging stage because people are unsure and fearful of making the actual change. The third stage is about making the change permanent once the changes in stages one and two have been made. Within stage one of this model, Lewin developed a tool called the force field analysis to help organizations analyze certain aspects of changes that may lead to resistance [ (Kurt Lewin Change Management Model, 2008-2010)…

    • 1399 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Good Essays

    The Phases of Organizational Change
    • 801 Words
    • 4 Pages

    The Phases of Organizational Change

    The first phase of Lewin’s change model is known as “unfreezing.” Lewin states that many people will naturally resist change and thus the goal of unfreezing stage is to create an awareness of how the status quo, or current level of acceptability, is hindering the organization in some way(). That means “old behaviors, ways of thinking, processes, people and organizational structures must all be carefully examined to show employees how necessary a change is for the organization to create or maintain a competitive advantage in the marketplace”(). The second phase in Lewin’s change model is “transitioning or moving”. In this stage Lewin states it is a time…

    • 801 Words
    • 4 Pages
    Good Essays
    Read More
  • Powerful Essays

    Mgt 426 Resistance To Change Paper
    • 2003 Words
    • 9 Pages

    Mgt 426 Resistance To Change Paper

    One of the cornerstone models for understanding organizational change was a development by a physicist and social scientist Kurt Lewin in the 1940’s. His change model is Unfreeze – Change – Refreeze, which describes the three phases of change. The Lewin model is best shown in an analogy of changing the shape of a block of…

    • 2003 Words
    • 9 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Organizational Change & Development
    • 7030 Words
    • 29 Pages

    Organizational Change & Development

    Change is the one thing that we must all face. Every organization must change not only to survive, but also to retain its relevance in a world of intense competition, constant scientific progress, and rapid communication. It is inevitably necessary because without change organizations would be left behind and looses their competitive advantages. This is no more so than in today’s technological age. New products and innovations come onto the market quicker than ever before. Some companies are able to cut costs and produce a better, cheaper product by taking advantage of the latest technology. Those companies who are unwilling or unable to keep up generally do not last very long in today’s market. There are many aspects of change including the planning, implementation, and managing thereof. But in order for change to bring a benefit and advance an organization to a higher level of service and operation, that change must be driven by knowledge.…

    • 7030 Words
    • 29 Pages
    Powerful Essays
    Read More
  • Good Essays

    Why Is Leadership Important In Health Care Management?
    • 499 Words
    • 2 Pages

    Why Is Leadership Important In Health Care Management?

    Change represents an important aspect of organizational innovation and the ability to adapt in order to meet the different transformations, either internal or external. Managing change is about manipulating the complexity of the process. It is about evaluating, planning and implementing operations, tactics and strategies; making sure that the…

    • 499 Words
    • 2 Pages
    Good Essays
    Read More
  • Powerful Essays

    Role of Communication & Employee Involvement in the Process of an Organizational Change
    • 23155 Words
    • 93 Pages

    Role of Communication & Employee Involvement in the Process of an Organizational Change

    Change, in general, indicates any act of making something different. The factors that necessitate change in organizations are broadly categorized into people, technology, information processing and communication, and competition. Some changes in the organization occur suddenly without the conscious efforts of the people. These are called unplanned changes. On the other hand, some changes are initiated by the management to accomplish certain goals and objectives. These are called planned changes. More often, change is met with resistance.…

    • 23155 Words
    • 93 Pages
    Powerful Essays
    Read More

Related Topics