Movement to a new state refreezing the new change to

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Movement to a new state Refreezing the new change to make it permanent Unfreezing: Changing to overcome the pressures of both individual resistance and group conformity. Movement: A change process that transforms the organisation from the status quo to a desired end state. Refreezing: Stabilising a change intervention by balancing driving and restraining forces. To move from the status quo, organisations need to overcome the pressures of both individual resistance and group conformity. This is unfreezing. To achieve unfreezing, driving forces which direct behaviour away from the status quo can be increased. The restraining forces, which hinder movement from the existing equilibrium, can be decreased. Both these approaches can be used together. Once the change has been implemented, the new situation needs to be refrozen so that it can be sustained over time. Unless this third step is taken, Unfreezing Movement Refreezing
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BUS103 STUDY UNIT 6 SU6 8 there is a very high chance that the change will be short-lived and that employees will attempt to revert to the previous equilibrium state. The objective of refreezing is to stabilise the new situation by balancing the driving and restraining forces. You should now read Robbins and Judge (2015), Chapter 18, pp. 571-573 to learn detail s about Lewin’s Three -Step Model. 2.2 Organisational Development Some organisations seek to deal with organisational change through organisational development. Have you heard of the term organisational development? Organisational development is a collection of change methods that try to improve organisational effectiveness and employee well-being. Organisational development tactics include: Sensitivity training Survey feedback Process consultation Team building Intergroup development Appreciative enquiry In this section, we will cover survey feedback and process consultation. Please read your text to learn more about the other organisational development tactics. 2.2.1 Survey Feedback Have you ever completed a survey at work? If you have, you are most likely involved in survey feedback. Survey feedback uses questionnaires to identify problems and understand employee perceptions. In times of change, surveys can be especially useful, as they help managers to better understand the concerns of their employees. Survey Feedback: The use of questionnaires to identify discrepancies among member perceptions.
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BUS103 STUDY UNIT 6 SU6 9 The data from the surveys can then help management understand the attitudes of employees and make informed decisions to address any concerns. 2.2.2 Process Consultation Have you ever seen external consultants at your workplace? Do you interact with them? Do you know what they do? Process consultants are people from outside the organisation who help managers deal with workplace process issues. Process consultants do not solve the organisation’s problem . Instead, these consultants help coach the managers to solve their own problems. In times of change, process
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  • Fall '15
  • Management, Big Five personality traits, Organizational studies, .........

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