Models Flashcards, test questions and answers
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What is Models?
Organizational change is the process of implementing a new strategy, structure, system, or process within an organization. It can involve re-structuring departments, altering job roles and responsibilities, introducing new technology or procedures, or even changing the culture of the organization. While there are many different models for organizational change, three of the most widely used and studied models are Lewin’s Unfreezing Change Refreezing Model (1951), Kotter’s 8-Step Change Model (1996), and Bridges Transitions Model (1991). Each model has its own unique approach to organizational change management that can be helpful in guiding organizations through difficult transitions. Lewin’s Unfreezing Change Refreezing Model is based on Kurt Lewin’s work on group dynamics. He proposed that any successful change must go through three distinct stages: unfreeze, change and refreeze. The first stage requires making people aware of why changes need to occur and what they entail; this involves convincing them to let go their current perspectives and consider alternative ways of looking at things. The second stage is when actual changes take place; this could include updating processes or technologies as well as training staff in new skills relevant to the new strategies being implemented. Finally, in the refreezing phase it is important to ensure that everyone involved understands how their work fits into the larger picture and how it contributes to achieving overall goals set out in advance by management. This helps create a sense of stability which reinforces desired behaviors from employees when faced with future changes. Kotter’s 8-Step Change Model was developed by John Kotter with his colleague James Heskett in 1996 as an approach for managing large-scale transformations within organizations more effectively than traditional top-down approaches had previously allowed for.The 8 steps involve creating urgency around why change needs to happen; forming a powerful coalition which will stay together over time; creating a vision/strategy for moving forward; communicating it clearly throughout all levels; empowering employees with necessary resources/skills/confidence needed; generating short term wins while keeping eye on long term objectives; consolidating gains & producing more sustainable results; anchoring changes into corporate culture so they become part of Ëœthe way we do things around here’ mentality – regardless if leadership team responsible for transformation has changed over time.
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