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Leading and Managing Organizational Change (Doc)

   

Added on  2021-06-17

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Leadership Management
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Running Head: LEADING AND MANAGING ORGANIZATIONAL CHANGE1Leading andManaging Organizational ChangeStudent’s NameInstitutionDate
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LEADING AND MANAGING ORGANIZATIONAL CHANGE2 Leading and Managing Organizational ChangeQuestion oneChange Management refers to the transition of groups, companies and people from one condition to another (Wikoff, 2013). When applied to projects, this term refers to the practice of the conversion of a project’s scope so as to meet changing goals and requirements. Two change management models include:- Lewin's change management model and John Kotter – 8 Change Phases Model (Wikoff, 2013).Lewin's Change Management Model is a renowned and effective model which allows us to comprehend organizational change. Designed in the 1950s by Kurt Lewin, the model is still widely used today (Anastacia, 2018). Lewin forged a career in physics and social science and likened organizational change to the changing states associated with a block of ice. His model followed three main stages that include unfreeze, change and refreeze.Unfreeze - This is the first stage of changed according to Lewin and it centers on preparing for change. This implies that during this stage, the organization must prepare for change especially when it’s crucial and needed. At this stage, people in the organization may try to oppose transition and its upon the organization to explain why the change should be effectedand the benefits of it (Anastacia, 2018).Change - At this stage is where the real change takes effect. It may take a while for the people involved to embrace the new change and developments. At this juncture, good leadership is essential if the process of change for those involved is to be made easier. Thus,communication and time need to be embraced to steer through this stage successfully (Anastacia, 2018).Refreeze - According to Lewin, once the change by been accepted and implemented by the
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LEADING AND MANAGING ORGANIZATIONAL CHANGE3parties concerned, the organization regains its stability. Just like ice, the staff and the processes concerned begin to refreeze and the usual routine and pace is resumed (Anastacia, 2018). It upon the people to ensure that the change continues to be used all times despite the goal having been reached. Question twoThe four strategies for embedding change in organizations include:1. Telling employees what needs to change and how the change can be effected.2. Enforcing change through reward and punishment.3. Consulting the parties involved and allowing them to participate before the change is introduced.4. Changing yourself, your beliefs, words, actions and responses.A great number of organizations have resorted to using strategy 3, and it has brought about fruitful returns (Bremer, 2018). Inviting people to participate allows negotiations to take place and a decision agreed in unison can be subsequently effective. However, participation can sometimes lead to poor solutions if the process is mismanaged. Also, if the change is urgent, it can be time consuming to involve others (Bremer, 2018). Question threeThe change management process is defined as the series of activities which a change management leader or team follows during the application of change management so as to propelsingle transitions (Mulholland, 2017). The pivotal elements required for an effective change management process are incorporated into three phases.Phase one - Preparation for change
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