4A. Lewin and Change Management Practices Keeping in mind Lewin’s Unfreezing, Ch
ID: 462690 • Letter: 4
Question
4A. Lewin and Change Management Practices Keeping in mind Lewin’s Unfreezing, Changing, and Refreezing phases, how would you lead change in the organization described in Scenario 2? Read the following sections of your textbook thoroughly before you respond: “Lewin’s Force Field Analysis Model” and “Unfreezing, Changing, and Refreezing.” Consider the following in your response:Diagnose the current state—i.e., what are some of the forces resisting organizational change?Suggest how you would “unfreeze” the situation and make the change by increasing the driving forces and reducing the restraining forces. Steps will include reducing change resistance.Suggest how you would “refreeze” the situation. 4B.Action Research Assuming the role of the leader of the organization in Scenario 3, how would you apply the action research approach? There are four steps to action research. Skip the first step of this model: 1. Form client-consultant relationship. State specifically how the leader should carry out steps 2, 3, and 4.
Explanation / Answer
Ans 4 A. Since the scenario has not been mentioned in the question I am explaining the Lewin’s model with three stages
To start any change process, one must start by understanding why there is a change required. As Lewin put it, "Motivation for change must be generated before change can occur. One must be helped to re-examine many cherished assumptions about oneself and one's relations to others." That is an unfreezing stage from where the change begins.
Unfreeze
This is the first stage of change which involves preparing the company/organization to admit that change is required, which includes break down the current status quo before we can start up a new way towards operating.
Key for this is to developing a convincing message presenting why the current way of doing activities cannot continue. This is the simplest to frame when we can point to decreasing sales figures, perturbing customer satisfaction surveys, poor financial results or suchlike: This show that activities have to alter in a way that everybody can comprehend.
This first stage of a change process is typically the most problematic and stressful. When we start cutting down "way things are done", we put everybody and everything off balance. We may suggest strong responses in people, and that's exactly what we need to do.
By compelling the organization to re-examine its basics, we successfully make a crisis, which in turn can develop a strong motivation to pursue out a new equilibrium. Deprived of this motivation, we won't be able to bring any meaningful change.
Change
Once the uncertainty has been created in the unfreeze stage, the next is change stage is which people start to resolve the uncertainty and look for the new arenas to do the task. People begin to trust and act in the ways that upkeep the new direction.
The evolution from unfreeze to change does not happen very quickly: People do take time to hold the new way and contribute in the change. To accept the change and contribute in making the change fruitful, people need to comprehend how the changes will advantage them. Not everybody will drop in the line because the change is essential and will advantage the company. It is a common guess and pitfall that needs be avoided.
Refreeze
When the changes takes shape and people embrace the new style of working, the organization should be ready to refreeze. The outer signs of the refreeze is consistent job descriptions, an even and constant organization chart and so on. This stage also needs to assist people and the organization institutionalize the changes. It means assuring that the changes are used all the time; and that they are integrated into everyone’s business. With a sense of stability, employees will feel comfortable and confident with the new style of working.
Ans 4 B. Since the scenario has not been mentioned in the question I am explaining the Action research Model
Action research model emphases on a planned change as a recurring process in which preliminary research about
the association provides data and information to guide the subsequent actions. The outcome of the actions are then measured to provide more information and data to guide next action, and so on.
The 4 steps involved are:
1. (Problem identification) Entry stage: This phase usually starts when an important executive within the organization or someone with authority and power and impact senses that within the organization there has one or more problems that needs be resolved with the assistance of an OD practitioner. Contact between the client and consultant is what starts the entry phase. After this, the consultant and the client will begin the process of discovering with one another the likelihoods of a working relationship. In this process, the consultant will assess:
a. Values and Motivation of their client
b. Client's readiness for the change
c. The degree of resources availability
d. Potential influence points for the change
e. The possibility of relating with the client
2. Contracting:
The OD Practitioner will assess the organization and will share the details with the client so that the relationship between the practitioner and the client is open and transparent from the beginning. They will discuss about the cost, time and expectation from each other.
3. Diagnosis: In this stage OD practitioner will collect the data and information form the client and organization members. He will also analyses the data that has been gathered by the practitioner. Data could be collected through the structured interviews, survey or any other means to collect the information from the samples
4. Feedback: At this stage the feedback will be given by the OD practitioner for the data that has been created so that the organization people will know and understand the strengths and the weaknesses within their organization. On the basis of the feedback and the analysis the decision will be later taken by the client that w=in what all areas do they need a change in the organization.
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