Management Of Change

Question 1

Management of Change

Answer 1

Structure and culture evolve reactively
May not be equipped to deal with future challenges - uncertain about the future.
Fear of change, trust issues

Lewin (1952) model of change:

1. Unfreezing - organisation more receptive to change
2. Carrying out change
3. Changes to internal system/cultural system

Step Change: quick response change, may need power of management to drive change
Incremental: slower change, more inclusion, less dictation

Question 2

4 C’s of change

Answer 2

1. Calculation: ID impacts of change both internally and externally to find barriers/resisting forces. Promote driving forces
   Force field analysis:
   ID planned change, ID resisting forces, ID driving forces, tactics to deal with resisting and to encourage drivers
2. Communication:
   - Democratic - wide representation, encouragement, engagement
   - Educative - two way flow of information.. Eg trade unions
   - Coercion/autocratic - top down, one way
3. Culture:
   - Change can be a threat to culture
   - Attitudes are hard to change, unwilling to change
4. Compliance
   - Leadership
   - Acquisition and control of resources
   - Formation of groups, alliances and networks
   - Rewards and punishments