Bus 601 Change Theory Paper

Mathews, J. (2009). Models of change management: A reanalysis. IUP Journal of Business Strategy, 6(2), 7-17. Retrieved from http://search.proquest.com/docview/197390722?accountid=458

D., & Pieperl, M. A. (2010). Managing change: Cases and concepts (3 ed.). New York, N.Y.: McGraw-Hill.

In Lewin’s 1951 change process, the first stage, unfrezzing is where change occurs and for people to let go of the old ways to adapt the new ways. The moving stage involves the change process where “thoughts, feelings, behavior, or all three, that is in some way more liberating or more productive than doing things the old way (Kaminski, 2011).” The last stage is known as the freezing stage because change is incorporated into the new routines making it the new standard operating procedure.

Organizational change process consist of three stages one is unfreezing which is used to create a motivation of change through disconfirmation by causing anxiety in an individual without causing them to use a defensive mechanism related to threat being too high. Instead individual will change behavior. To unfreeze, "We must accept the disconfirming and connect it to something we care about."(Spector 2010) Second phase of change is moving, which allow "members of the group to change from one set of behavior to another"(Schein 2002), such as new job skills, new roles and responsibilities and relationship. According to Lewin's the new behavior must become permanent for a desired amount of time." (Spector 2010) Third stage refreezing is when the person or group achieved new behavior. In order to remain secure against change they must remain in the same group that has changed, otherwise" the behavior is only temporary if the individual or group change."(Schein 2002) For example, of the phases in

Jick, T., & Peiperl, M. (2008). Managing Change: Cases and Concepts (3rd ed.). New York: McGraw-Hill Higher Education ;.

Change model is called transtheoretical Model (RHIhub, 2017). Change model crucial to evaluating companies, communities or an individual. The model also clarifies how a business, community or individual can incorporates new management, objectives, and programs at changeable levels (RHIhub, 2017). In which, change model different intervention level are implemented to assist with progress. According to RHIhub (2017), “These stages include:

A theory of change is road map that illustrates the markers on the way to progress and the routes to take in the journey to making change. This road map provides a picture of the destinations along the journey and with guides about what to look for to be sure that you are taking the right path.

Kurt Lewin's three-phase model of change is described as unfreeze, move or change, and refreeze. In simplified terms of most

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

The models of change that I have chosen to describe are the ADKAR model and Kotter’s 8 step change model. The ADKAR model is mainly used to help identify and drive change as well as a tool to understand any gaps that are needed to strengthen along the change process. It is also a useful framework for planning change within an organization, before implementation, and in the execution phase of the change management process. This process begins with five key goals that are the basis of the model; awareness of the need to change, desire to participate and support the change, knowledge of how to change, ability to implement the change on a daily basis, and reinforcement to keep the change in place. Each step in the ADKAR model

This stage is when the change is called a new habit or process in place.

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

After acquired to change management subject, I think that change is a state of transformation which results in an essential shift in the way we observe and interact with the world. The concept of change is more important in our lives as it enables us to face new experiences, either it be good or bad. To be safe from bad experience of change, knowledge to manage the change is compulsory for

Lewin called the final stage of his change model freezing, but many refer to it as refreezing to symbolize the act of reinforcing, stabilizing and solidifying the new state after the change. The changes made to organizational processes, goals, structures, offerings or people are accepted and refrozen as the new norm or status quo.

Unfreezing deals with the fact that old ideals and processes must be tossed aside so that new ones may be learned (Marrow). Often, getting rid of the old processes is just as difficult as learning new ones due to the power of habits. Just as a teacher erases the old lessons off the chalkboard before beginning a new lesson, so must a leader help to clear out the old practices before beginning the new. During this part of the process, a person needs to provide just a little bit of coaching as they are unlearning and a lot of emotional support to break the old habits