Question

Managing change can be very difficult for all parties involved.

Explain and compare the four main approaches to managing organizational change (Lewin, Kotter, action research, and organizational development). Is there one method you feel is better than the rest? Explain in 150 words or more

Answer 1

1) Lewin's Three-Step Model

• Unfreezing
  • Changing to beat the pressures of both individual resistance and group conformity.
• Movement
  • A change process that transforms the organization from the established order to the specified end state.
• Refreezing
  • It is the process of stabilization of the driving & restraining forces in the change intervention.
    • Driving Forces
      • Forces that direct behaviour faraway from the established order.
    • Restraining Forces
      • Forces that hinder movement from the prevailing equilibrium.

2) Kotter's Eight-Step Plan For Implementing Change

• Establish a way of urgency by creating a compelling reason for why change is needed.
• Form a coalition with enough power to steer the change.
• Create a replacement vision to direct the change and methods for achieving the vision.
• Communicate the vision throughout the organization.
• Empower others to act on the vision by removing barriers to vary and inspiring risk-taking and artistic problem-solving.
• Short term goals to be planned & awarded for moving towards the set course of action in the implementation of the new vision.
• Consolidate improvements, reassess changes and make necessary adjustments within the new programs.
• To reinforce the changes by demonstrating the relationship between new behaviours and organizational success.

Action Research

It is a change process based on the systematic collection of data and then selection of a change action based on what the analyzed data indicates.

It involves five steps -

• Diagnosis
• Analysis
• Feedback
• Action
• Evaluation

Advantages of Action Research are as follows:

• Problem-focused
• Low Change Resistance.

4) Organizational Development

It is democratic & consists of a group of change interventions for the well being of employees & overall development of the organization.

Values of Organizational Development include:

• Respect For People
• Trust & Support
• Equalization of Power
• Confrontation
• Participation

One method that is better than the rest is Organizational Development. This is because it makes use of various techniques such as sensitivity training, survey feedback, process consultation, team building, appreciative enquiry, intergroup development etc. All of these techniques help in identifying areas of improvements & helps in developing solutions to the identified problems. Organizational development involves people, i.e. involves the active participation of all the employees that are going to be the part of the change. This leads to maximum acceptance of the change. It also ensures a smooth implementation of the change. All in all, organizational development is an approach that helps in building a culture of change.

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