is an ongoing process. For organisations to manage change effectively,
they need to define and communicate the business reasons for implementing
the change. To do this, most organisations use a process or model
to assist them with planning and implementing the change.
Kurt Lewin formulated a change
model that has been used by many organisations. He identified five
steps in the change process:
Recognise the need for
Identify what needs to
Prepare for change
Gain agreement for what
is to be changed and why, and who is to be involved.
Unfreeze the organisation
Managers should develop
strategies for winning employee support and identify sources
Make the changes
Implement the changes,
possibly using a 'change agent'. This person is often an external
consultant so that political agendas and biases from within
the company can be avoided.
Refreeze the organisation
Refreezing or stabilising
the organisation means that changes have been made and are becoming
part of the culture and company values.
for your Organisation:
New organisational strategies
(or structures and policies), may assist with the change process.
Redesigning reward systems
to reward behaviours and performance that support the change
Addressing culture within
an organisation as part of the change process. Autocratic and
directive management can negatively impact change.
Tight deadlines can affect
the success of the change, but may not be avoidable. Using staff
discussions to gain involvement is the preferred way of dealing
with tight deadlines. However, coercion is often used when time
is critically short.
- Management commitment
is essential for successful change. Showing support and concern
for employee welfare and providing resources for the change is
a way to demonstrate this.
For successful change to occur,
there needs to be a climate of trust between the managers and the
employees. This means that an effective track record needs to have
been established in the past. In an organisation where there is
faith in the management, employees will expect:
Effective and sensible
Effective decision making
Regular and complete communication
Healthy organisations, where
such trust and communication exist, are better able to deal with
change than those organisations where employees distrust their managers
and have little faith in them.
If you would like to read
more about Organisational Strategies for Introducing Change, look
at the following resources: