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3 Cards in this Set
- Front
- Back
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LEWIN'S THREE STEP MODEL |
1. Unfreezing - change efforts to overcome pressures of individual resistance + conformity (clear rationale why change is needed) - technological advances, providing security 2. Moving - efforts get employees involved in change process, provide training support, initiatives 3. Refreezing - stabilizing change intervention by balancing driving + restraining forces. primary issue is companies do not develop new evaluation or reward systems for employees |
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KOTTR'S EIGHT COMMON FAILURES IN INITIATING CHANGE |
i. Inability to create a sense of urgency ii. Failure to create a coalition – you need to create a coalition with the most influential/knowledgeable iii. The absence of a vision for change –charismatic leaders have a vision. They use it to inspire other people. It’s tangible..? iv. Not removing obstacles v. Failure to provide short-term and achievable goals – manage both the vision and the short term goals to help motivate to change vi. The tendency to declare victory too soon – be understanding, be reasonable to continue motivation vii. Not anchoring changes in organization’s culture |
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SOURCES OF INDIVIDUAL RESISTANCE TO CHANGE |
i. Misunderstanding and lack of trust – instead, provide a clear rationale behind change
ii. Different Assessments – include them in the input process iii. Low tolerance for change – give more support, encouragement, training iv. Self-interest – They may fall in the three categories. Otherwise – how valuable are they to the organization? Different position? Different department? Coercion? Hire someone new! |
