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    A Presentation On Organizational Change Model

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    Swathi Grs
    The document discusses several models of organizational change including: 1. Lewin's Three Step Change Model which involves unfreezing the current state, transitioning to a new state, and refreezing the new state. 2. Edgar Huse's seven stage model of change which includes scouting, entry, diagnosis, planning, action, stabilization and evaluation, and termination. 3. John P. Kotter's eight steps to successful change which are: increasing urgency, building a guiding team, getting the right vision, communicating for buy-in, empowering action, creating short-term wins, not letting up, and making change stick.

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    A Presentation On Organizational Change Model

    Uploaded by

    Swathi Grs
    19 views11 pages
    The document discusses several models of organizational change including: 1. Lewin's Three Step Change Model which involves unfreezing the current state, transitioning to a new state, and refreezing the new state. 2. Edgar Huse's seven stage model of change which includes scouting, entry, diagnosis, planning, action, stabilization and evaluation, and termination. 3. John P. Kotter's eight steps to successful change which are: increasing urgency, building a guiding team, getting the right vision, communicating for buy-in, empowering action, creating short-term wins, not letting up, and making change stick.

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    SRIKANTH

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    The document discusses several models of organizational change including: 1. Lewin's Three Step Change Model which involves unfreezing the current state, transitioning to a new state, and refreezing the new state. 2. Edgar Huse's seven stage model of change which includes scouting, entry, diagnosis, planning, action, stabilization and evaluation, and termination. 3. John P. Kotter's eight steps to successful change which are: increasing urgency, building a guiding team, getting the right vision, communicating for buy-in, empowering action, creating short-term wins, not letting up, and making change stick.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    19 views11 pages

    A Presentation On Organizational Change Model

    Uploaded by

    Swathi Grs
    The document discusses several models of organizational change including: 1. Lewin's Three Step Change Model which involves unfreezing the current state, transitioning to a new state, and refreezing the new state. 2. Edgar Huse's seven stage model of change which includes scouting, entry, diagnosis, planning, action, stabilization and evaluation, and termination. 3. John P. Kotter's eight steps to successful change which are: increasing urgency, building a guiding team, getting the right vision, communicating for buy-in, empowering action, creating short-term wins, not letting up, and making change stick.

    Copyright:

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    Download as PPTX, PDF, TXT or read online from Scribd
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    of 11

    A PRESENTATION ON

    ORGANIZATIONAL CHANGE MODEL


    What is change??????
    • Change is the law of nature . It is necessary way of
    life in most organizations for their survival and
    growth. Man has to mould himself continuously to
    meet new demand and face new situations.
    • Then the question arise what is the organizational
    change ?
    • the term ‘Organizational Change implies the
    creation of imbalance in the existence pattern or
    situation.
    Reason for the Change
    • Change in the organization is a must whether brought
    about deliberately or unwillingly. The reason for
    change are categorized as follows, change in business
    conditions, change in managerial personnel, deficiency
    in existing organizational patterns, technological and
    psychological reasons, government policies, size of the
    organization.
    Models of change
    • Although there are a lots of change models and theories
    have been formulated by various experts and
    management gurus but here we will give a glance on
    few models of change
    • At first we will discuss about Lewin’s Three Step
    Change Model
    Edgar Huse’s seven stage Model of
    Change
    • In 1980, Edgar Huse proposed a seven-stage OD model
    based upon the original three-stage model of Lewin.
    1. Scouting - Where representatives from the
    organization meet with the OD consultant to identify
    and discuss the need for change. The change agent and
    client jointly explore issues to elicit the problems in
    need of attention.
    2. Entry - This stage involves the development of, and
    mutual agreement upon, both business and
    psychological contracts. Expectations of the change
    process are also established.
    Continue……(from last slide)
    3. Diagnosis - Here, the consultant diagnoses the
    underlying organizational problems based upon their
    previous knowledge and training. This stage involves
    the identification of specific improvement goals and a
    planned intervention strategy.
    4. Planning - A detailed series of intervention techniques
    and actions are brought together into a timetable or
    project plan for the change process. This step also
    involves the identification of areas of resistance from
    employees and steps possible to counteract it.
    Continue……(from last slide)
    5. Action - The intervention is carried out according to the
    agreed plans. Previously established action steps are
    implemented.
    6. Stabilization & Evaluation - The stage of 'refreezing'
    the system. Newly implemented codes of action,
    practices and systems are absorbed into everyday
    routines. Evaluation is conducted to determine the
    success of the change process and any need for further
    action is established.
    7. Termination - The OD consultant or change agent
    leaves the organization and moves on to another client
    or begins an entirely different project within the same
    organization.
    John P Kotter's 'eight steps to
    successful change'
    • Kotter's eight step change model can be summarised
    as:
    1. Increase urgency - inspire people to move, make
    objectives real and relevant.
    2. Build the guiding team - get the right people in place
    with the right emotional commitment, and the right
    mix of skills and levels.
    3. Get the vision right - get the team to establish a simple
    vision and strategy, focus on emotional and creative
    aspects necessary to drive service and efficiency.
    Continue……(from last slide)
    4. Communicate for buy-in - Involve as many people as
    possible, communicate the essentials, simply, and to
    appeal and respond to people's needs. De-clutter
    communications - make technology work for you
    rather than against.
    5. Empower action - Remove obstacles, enable
    constructive feedback and lots of support from leaders
    - reward and recognise progress and achievements.
    6. Create short-term wins - Set aims that are easy to
    achieve - in bite-size chunks. Manageable numbers of
    initiatives. Finish current stages before starting new
    ones.
    Continue……(from last slide)
    7. Don't let up - Foster and encourage determination and
    persistence - ongoing change - encourage ongoing
    progress reporting - highlight achieved and future
    milestones.
    8. Make change stick - Reinforce the value of successful
    change via recruitment, promotion, new change
    leaders. Weave change into culture.
    Any Questions???

    Thank You

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