THEORIES OF PLANNED CHANGE
Theories or frameworks of planned change focus on activities that must take place inside the organization to have successful organizational change. There are two theories of changing: Lewin's Change Model and the Action Research Model.
LEWIN'S CHANGE MODEL
- Lewin's model is composed of a particular set of behaviors at any moment which results to two group of forces:
- those striving to maintain the status quo
- those pushing for change
- There are three steps in the change process:
- UNFREEZING - reducing forces that maintain the organization's behavior at its present level
- MOVEMENT - shifts the behavior of the organization, department, or individual to a new level
- REFREEZING - stabilizes the organization at a new state of equilibrium
ACTION RESEARCH MODEL The Action Research Model is aimed at helping the organization implement planned change as well as develop more general knowledge which can be applied to other settings.
- There are eight steps in this model:
- PROBLEM IDENTIFICATION - key executive senses that there are problems that can be solved with the help of an OD practitioner
- CONSULT WITH OD PRACTITIONER - the client and OD practitioner assess the problem together
- GATHERING OF DATA AND INITIAL DIAGNOSIS - gathering appropriate information and analyzing it to determine the underlying causes of the organizational problem
- CLIENT GROUP FEEDBACK - the client and OD practitioner will determine the strengths and weaknesses of the organization with the data gathered
- JOINT PROBLEM DIAGNOSIS - the client and the OD practitioner discusses the feedback and explore if they want to work on the problems
- JOINT PLANNING OF CHANGE ACTIONS - the OD practitioner and the client both agree on further actions to be taken
- ENGAGEMENT IN CHANGE ACTIONS - actual change from one organizational state to another
- POST ACTION DATA GATHERING AND EVALUATION - data should be gathered after the process to determine the effects to the organization
There are two theories of planned change discussed in class, namely, Lewin's Change Model and The Action Research Model. These models are ways in which an organization will go through to achieve successful organizational change. The two models have different approaches.
First, Lewin's Change Model has three steps: unfreezing, movement, and refreezing. Unfreezing talks about the way things are right now. In other words, it asks the question: "What is working well in the organization?" in terms of procedures and instructions. This is also the stage wherein the organization establishes the need for change inside the organization. Second, movement is the act of cutting or translating the restraining forces (unfreezing) into driving forces (refreezing). This also sets a new behavior through cognitive restructuring, which means changing mindsets of the members of the organization. Lastly, refreezing asks the question: "What is not working well in the organization?" also in terms of procedures and instructions. At this last step, the integration of new behavior into social and organizational relationships occur. I learned that there is a way on how an organization can tweak things to be able to turn the negative forces into positive forces for the organization.
The next model is the Action Research Model. There are 8 steps in this model as shown above. First, the members of the organization should identify the problem inside the organization. After identification, the members of the organization should approach and consult an OD practitioner to be able to know what kind of change they need in the organization. Next, the OD practitioner would gather enough data and information about the problem and its underlying causes. The OD practitioner and the organizational members would then talk about the information gathered and evaluate these. After evaluation, both parties would agree if they would like to continue and solve the problem through OD intervention. If both parties agree, then planning and engaging in the change actions will be the next two steps. After that, feedback and evaluation will be done to check if the change is effective. I learned that it is not easy having ODIs because there are steps involved in the process.
First, Lewin's Change Model has three steps: unfreezing, movement, and refreezing. Unfreezing talks about the way things are right now. In other words, it asks the question: "What is working well in the organization?" in terms of procedures and instructions. This is also the stage wherein the organization establishes the need for change inside the organization. Second, movement is the act of cutting or translating the restraining forces (unfreezing) into driving forces (refreezing). This also sets a new behavior through cognitive restructuring, which means changing mindsets of the members of the organization. Lastly, refreezing asks the question: "What is not working well in the organization?" also in terms of procedures and instructions. At this last step, the integration of new behavior into social and organizational relationships occur. I learned that there is a way on how an organization can tweak things to be able to turn the negative forces into positive forces for the organization.
The next model is the Action Research Model. There are 8 steps in this model as shown above. First, the members of the organization should identify the problem inside the organization. After identification, the members of the organization should approach and consult an OD practitioner to be able to know what kind of change they need in the organization. Next, the OD practitioner would gather enough data and information about the problem and its underlying causes. The OD practitioner and the organizational members would then talk about the information gathered and evaluate these. After evaluation, both parties would agree if they would like to continue and solve the problem through OD intervention. If both parties agree, then planning and engaging in the change actions will be the next two steps. After that, feedback and evaluation will be done to check if the change is effective. I learned that it is not easy having ODIs because there are steps involved in the process.
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