Models of Planned Change in organization

A good number of models of planned change in organization have been designed by several scholars. In some cases some variables are common. Some are different, for the particular time.

Every model has values and significance. Change models are approaches, which can give an idea about the process of change. Model is framework of some variables to be applied by the organization.

Model is a structure of organizational activities to be performed in future. A few models, however, are available in the following list:

Name of the model

Designer

Three Stage Model

Kurt Lewin

Seven Stage Model

Ronald Lippitt and Associates

Burk Litwin Model

Warner Burk and Litwin

Porras Robertson Model

Jerry Porrars and Peter Robertson

All these Models have been discussed in the following pages with diagrams:

Three Stage Models of planned change by Kurt Lewin

This model of change has been division by Kurt Lewin in the 1940s. In this model three stages are suggested to follow:

Stage 1:  Unfreezing: creating of confirmation and readiness to change through

  • Dis confirmation or lack of confirmation
  • Creation of guilt or anxiety
  • Psychological safety

Stage 2: Changing through cognitive restructuring: Helping the client to see things, judge things, feel things and react to things differently based on a new points of view obtained through

  • Identifying with a new role model mentor etc.
  • Scanning environment for new relevant information.

Stage 3: Refreezing: Helping the client to integrate the new point of view into

  • The total personality and self-concept
  • Significant relationship.

If these three stages are followed one by one, we hope that change process will be completed successfully.

Seven Stage Models of planned change by Ronald Lippitt and Associates

This model has been proposed by Ronald Lippit, Jeanne, Watson and Bruce Westley, This model is the expanded version of-3 stage model of K.Lewin, and these seven stages are given below.

Models of Planned Change in organization

Phase-1: Developing need: At this stage planner should develop a need for change.

Phase-2: Change relationship: In this phase a working relationship between the client and outside agent needs to be established.

Phase-3: Clarification: Then clarification or diagnosis of client systems is to be made properly.

Phase-4: Alternative routes: Some alternative routes and goals are to be selected and then necessary actions are to be taken.

Phase-5: Transformation: At this stage intention are to be transformed into actual change.

Phase-6: Generalizing: AT this stage of this model change is supposed to be generalized and stabilized.

Phase-7: Terminal Relationship: In the last stage of this model; relationship between client and consultant is terminated.

According to the above scholars, with the completing of all sever phases, change can take place effectively.

Models of planned change by Warner Burk and Litwin

These two scholars have designed two order changes, first order change and second order change. In first order change model, eight transaction factors have been identified. These factors are:

  1. Management practice
  2. Structure
  3. Systems
  4. Work unit climate
  5. Motivation
  6. Individual needs and values
  7. Task requirements and individuals skills
  8. Individual and organizational performance

According to this model, if all eight factors help each other, a successful change may be made in the organization. Lack of cooperation from any factor can destroy the change efforts. Management factor is one of the most important factors in this regard.

Not only that, work unit climate cannot be ignored. At the same time motivation of employees as well as change agents is supposed to consider. Of course, individual needs and aspirations can intensify the level of motivation.

Of course, individual needs and aspirations can intensify the level of motivation. In Bangladesh, if we can ensure the presence of all these factors, any sort of change can be implemented. However, the model is shown in the following figure:

In second order change, Burker-Kitwin have given five transformational factors.

  • External environment
  • Leadership
  • Organizational culture
  • Mission and strategy
  • Individual and organizational performance.

In the following figure, transformational factors are shown with interrelationships between structure, management practices, work unit climate, task requirements, individual needs and values. These interrelated factors can contribute for better individual and organizational performance.

According to this model, if the first four factors act with interrelationships, then the last objective, i.e. individual and organizational performance may be achieved.

By combining these two order change models, Burke-Litwinhas again designed a very complex model. This model incorporates thirteen stages along with one new step feedback. The models shown in the following diagram.

It is directly linked with external environment. According to this model, a complex relationship has been established. If organization can maintain this relationship and manage everything properly, change program may be implemented.

Models of  planned change according to Jerry Porrars and Peter Robertson

Jerry Porras and Peter Robertson have proposed another models of planned change. This model has six basic steps. These are

  1. Environment,
  2. Vision of the organization,
  3. Organizing arrangements,
  4. Social factors,
  5. Physical setting
  6. Technology.

The favorable environment encourages management to set its vision. IN compliance with the vision management then select these components for further action. The last four components have again been divided into a few sub factors which are shown in the following diagram.

According to this model, organizing arrangements incorporate seven factors, social factors include five aspects, physical setting involves four elements and technology covers seven items. If all these factors behave positively, we hope planed change may be implemented successfully.

In Bangladesh, very often environment does not permit, organizational arrangements are unorganized, physical settings are not sufficient and technology is not adaptable which hamper the achievement of organizational vision.

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2 comments for “Models of Planned Change in organization

  1. Isabel Thonga
    August 26, 2016 at 8:16 PM

    what are the main Principes of force field analysis

    • rasel
      August 29, 2016 at 4:26 PM

      Thanks for your comment ‘Isabel’. We will publish a article about your mentioned topic very soon. Visit us regularly. Thanks again

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