1Part Organisational Change Cont…. Characteristics of Effective Change Programs  Motivating change by creating a readiness for the change among employees and attempting to overcome resistance to change;  Creating a shared vision of the desired future state of the organisation;  Developing political support for the needed changes;  Managing the transition from the current state to the desired future state; and  Sustaining momentum for change so that it will be carried to completion.

1Part Organisational Change Initiative Contributing to Effective Change Management Creating a vision  Energizing commitment  Describing a desired future state Motivating change. Creating readiness for change. Overcoming resistance for change. Developing Political Support  Assessing change-agent power  Identifying key stakeholders  Influencing stakeholders Managing the Transition  Activity Planning  Commitment Planning  Management Structure Effective Change Management Sustaining Momentum  Providing resources for change  Building a support system for change agents  Developing new competencies and skills  Reinforcing new behaviours

1Part Organisational Change Cont…. Models of Change  Systems model of Change  Force Field Analysis  Continuous Change Process Model  Action Research Model  Organisational Growth Model

1Part Organisational Change Cont…. Systems Model of Change A System Model of change People Culture TechnologyTask Design Strategy

1Part Organisational Change Cont…. Lewin’s Force Field Analysis Model New State Old state Unfreeze (Awareness of need for change) Change (Movement from old state to new state ) Refreeze (Assurance of permanent change)

Lewin’s Three-Step Change Model Unfreezing Change efforts to overcome the pressures of both individual resistance and group conformity. Refreezing Stabilizing a change intervention by balancing driving and restraining forces. Driving Forces Forces that direct behavior away from the status quo. Restraining Forces Forces that hinder movement from the existing equilibrium.

Lewin’s Three-Step Change Model

Unfreezing the Status Quo

1Part Organisational Change Cont…. The Continuous Change Process Model Continuous Change Process Model of Organisation Change 1. Forces for change 5. Measure, evaluate, control 4. Implement the change Transition Management 2. Recognise and define problem 3. Problem solving Change Agent

Action Research Process Steps: 1.Diagnosis 2.Analysis 3.Feedback 4.Action 5.Evaluation Process Steps: 1.Diagnosis 2.Analysis 3.Feedback 4.Action 5.Evaluation Action research benefits: Problem-focused rather than solution-centered. Heavy employee involvement reduces resistance to change. Action research benefits: Problem-focused rather than solution-centered. Heavy employee involvement reduces resistance to change. Action Research A change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicates.

1Part Organisational Change Organisational Growth Model The Five Stages of Growth