Change Management College Essay Example | Topics and Well Written Essays - 2000 words

Change Management College - Essay archetypeing(Cummings. Worley 1993). Organizational development and metamorphose steering are concurrent fields which have a public basis and aim that of overall progress of the organization. However each field has specific nuances which are creation discussed herein. (Davis 1998). The aim of miscellanea management is to enhance organizational competitiveness. This can be achieved by strategic change and congruence in various facets of an organization, such as aligning the hoi polloi, processes structures and culture.Change management is designed to change behavior before attitudes. (Davis 1998). It is commonly believed that a large number of projects fail to achieve the expectations of the senior management. (Responding to Change). A survey by PricewaterhouseCoopers (PwC) and MORI carried out in the late 1990s revealed that 9 out of 10 barriers to change were link to people and included lack of change management skills, ineffective communi cations and resistance by employees. (Responding to Change). The phenomenon of organizational change is complex as it involves a number of inter related factors to include the stake holders, the people and the technologies. The key factors in change management are what are known as the softer issues of transforming behavior and grooming of the staff to accept change. (Responding to Change). ... Two pretenses of change popularly known as the Lewin Model and the Bullock model are being examined herein.Lewin Model of Change - Salient Features Kurt Lewins model of change evolves from the social-psychological approach to change management which had its matrix in Lewins observations in the area of field theory, action science, group dynamics and organizational development. The important theme of the model is that an individual is shaped by the social environment rather than his genes. Thus the model entails three steps of unfreezing from the present situate, moving to the new state an d refreezing in the new state. The first state involves creating dissatisfaction, while the second stage involves organizing and mobilizing resources for change and the final stage, embedding the transformation in the organization. (Change Management 2006). Thus a transformation from an existing quasi equilibrium to a new quasi equilibrium takes place as indicated in Figure 1.Figure 1 Transition and Forces of Change take A as seen in Figure 1 depicts the status quo of a social system which is held by two sets of forces which are shown by the arrows, that of change and status quo, which results in constancy at L2. In State B change is achieved by increasing forces for change and decreasing resistance thereby accomplishing change through high tension. While State C which takes up limited energy is as proposed by Lewin, wherein the resisting forces are reduced by a number of initiatives which consumes lesser energy than that required to expand the forces of change. (Schumacher). Thus learning is the primary mode of deliverance about behavioral changes in people which is undertaken by increasing knowledge and broadening horizons of people affected,