Planned Change Chapter 2

Nature of Planned Change

• Change that happens to an organization is planned by its members

• OD is directed at bringing about planned change to increase:

–Organization’s effectiveness

–Capability to change itself

Functions of Planned Change• Solve organizational problems• Learning from experiences

(benchmarking)• Reframe shared perceptions• Adapt to external environmental changes• Improve performance• Influence future changes

Theories of planned change

• Planned change- the focus is “how to implement change in organizations

• Theories of Changing

–Frameworks that describe the activities that must be performed in order to start and carry out organizational change

Theories of Changing

• Lewins’ Change Model

• Action research Model

• Positive Model

Lewins’ Change Model

• Kurt lewin provided the earliest model of change

• Change as a modification of forces keeping the systems behavior stable.

• Behaviors are results of 2 groups of forces:– Striving to maintain the status quo– Pushing for change

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Lewin’s Change Model

Unfreezing

Movement

Refreezing

Lewin’s Change Model: Unfreezing

• Creating a guiding coalition• Developing a vision and strategy• Communicating the change vision• Scouting• Entry • diagnosis

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Movement

• Empowering broad based action

• Generating short term wins

• Planning

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Refreezing

• Anchoring new approaches in the culture

• Stabilization

• evaluation

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Action Research Model

• Planned changed as a cyclical process.

• Research will provide information to guide subsequent actions

Action Research Model

• It is aimed at:

–Helping specific organizations implement planned change

–Developing general knowledge that can be applied to other settings.

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Action Research Model

Feedback to ClientData gathering after

action

Problem Identification

Joint action planningConsultation with a behavioral scientist

Data gathering & preliminary diagnosis

Joint diagnosis

Action

The Positive Model

• Different from other models that are deficit based

• Positive model focuses on what the organization is doing right

• Positive organizational scholarship- focuses on positive dynamics in organizations that give rise to extraordinary outcomes

The Positive Model

• AI- appreciative inquiry- reformist and rebellious form of social constructionism

• AI infuses a positive value orientation into analyzing and changing organizations

The Positive Model

• Encourages positive orientation on how change is conceived and managed

• Promoted broad member involvement creating a shared vision about the organizations’ positive potential

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Initiate the Inquiry

Inquire into Best Practices

Discover Themes

Envision a Preferred Future

Design and Deliver Ways to Create the Future

Positive Model