Organisational change

Question 1

What is Lewins organisational change model

Answer 1

2 underlying principles

1. status quo (equilibrium state)
2. Force field (when restrain stronger= no change, when drive stronger =change)
3. unfreeze- challenge status quo, question how they work (challenge beliefs, attitudes, behaviour)
4. Change- org starts to change tasks, structures etc., look for new ways to do things
5. Refreeze- Reach stable state after change

Question 2

What is Bridges Transition model (2003)

Answer 2

Focused on how people experience change, not change itself
People go through 3 stages when experience change:
1. ending, losing, letting go (of things and self)- Need to let go off how things used to be

2. Neutral zone- people are often uncertainty, confusion, impatient. ppl are still attached to old but trying to adapt to new
3. New beginnings- Explore new possibilities, acceptance

Question 3

What are causes of change

Answer 3

internal- initiated and managed internally (sources ppl have control over)

• change business leader
• continous improvement
• innovation
• opportunities e.g. new product

External- imposed and uncontrollable

• political, economic
• social, technological
• legal, environmental

Question 4

What is Kubler-koss model of emotions people go through when experiencing change

Answer 4

1. Denial “This isnt going to happen”
   -ppl shocked, carry on as if nothing happened
   Change agent- make sure ppl have access to info, communicate the change
2. Anger “What a waste of time and money”
   -fear and anxiety turn into aggression, act out to vent anger
   Change agent- be present, listen and watch, collect concerns of employee e.g. weekly meetings
3. Bargaining “If they make me do that, ill resign”
   -address requests to higher power as attempt to regain power over situation
   Change agent- communicate benefits of change and acknowledge losses, involve people in decision making
4. Depression “There is nothing I can do about it”
   -realise change is real and happening, performance decrease
   Change agent- normalize their feelings/experiences, tolerate short loss of productivity
5. Acceptance “Actually this new isn’t that bad”
   -Accept, embrace and work with change, hope, increase in productivity
   Change agent- allow time to explore and experiment with change, offer training, celebrate

Question 5

what are change success factors (Knoster, 1991)

Answer 5

Need all these for success
Vision (why doing change)
Incentives (whats in it for me)
Resources (Cant implement change w/o resources)
Skills (Training)
Action plan (whos responsible for activities during change and when need to be done)

Question 6

What is the role of a change agent and characteristics they need to have

Answer 6

• Diagnose problems (Initial situation pitfalls)
• Build strong working alliance
• Ensure compelling vision is presented
• collect and address concerns and preoccupations
• endorse solution-focused approach to problems
• implement plans to achieve change

Characteristics:

• Nonjudgemental
• Good communicator and listener
• Trustworthy with information