Introduction:
Introduction Our understanding of organization change has evolved since the 1940’s when the initial model was developed. These slides take you through some of the prevalent models of organizational change. The models are presented in chronological order.
Lewin [1951]:
Lewin [1951] Basic Assumptions Focused on individuals What is occurring at any stage is a result of opposing forces. The status quo - what is happening right now - is the result of forces pushing in opposite directions. Change is a process which entails moving from one equilibrium point to another.
Change process:
Change process Stage 1: Unfreezing Disconfirmation (creates pain or discomfort) Creation of guilt or anxiety Provision of psychological safety Stage 2: Moving Changing through cognitive restructuring: Helping the client to see things, judge things, feel things, and react to things, differently based on a new point of view obtained through: Identifying with a new role model, mentor, etc. Scanning the environment for new info
Change process (cont.):
Change process (cont.) Stage 3: Refreezing Refreezing : Helping the client to integrate the new point of view into: The total personality and self-concept Significant relationships
Lippitt, Watson, and Westly [1958] :
Lippitt , Watson, and Westly [1958] Basic Assumptions Focused on change process Expanded Lewin’s 1951 model into seven stages Road map for consulting relationship
Slide 7:
Models and theories Contd. . Phase 1 Phase 2 Phase 7 Phase 6 Phase 5 Phase 4 Phase 3 Developing a need for change . [unfreezing] Establishing the change relationship. Clarifying or Diagnosing the client system’s problem. Examining alternative routes, establishing goals and intentions of action. Transforming intentions into actual change efforts . [stages 3, 4, 5, correspond to Lewin’s moving phase] Stabilizing change . [Corresponds to Lewin’s refreezing phase.] Achieving a terminal relationship i.e. ending the client-consultant relationship. Seven stage model representing the consulting process