Effective Change

In: Business and Management

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Week Two Assignment
Effective Change
William C. Bradley, Jr.
MGT 466
Professor Dorothea L. Terry
July 18, 2012 Effective Change
Review of Effective Change Theories
The early theories of change held by management scientists centered on defining the problem accurately, using the best analytic techniques, and finding an optimal solution. It was assumed that managers would readily understand, accept, and implement the solutions of the scientists. Some observers contended, however, that the management scientists were proposing changes with insufficient regard for relevance, timeliness, acceptance, or implementation (Zand, 1975).
Identifying the Characteristics of Effective Organizational Change
Psychologist Kurt Lewin theory on organizational change conceptualized the present condition or level of activity of a system as a dynamic social equilibrium, that is a state of balance maintained by active driving and resisting social forces. Change then consisted of altering the driving and resisting forces thereby facilitating the movement of the system to a new level of equilibrium (Zand, 1975).
Lewin conceptualized change as a process with three phases: (1) unfreezing—behavior that increases the receptivity of the client system to a possible change in the distribution and balance of social forces; (2) moving—altering the magnitude, direction, or number of driving and resisting forces, consequently shifting the equilibrium to a new level; and (3) refreezing—reinforcing the new distribution of forces, thereby maintaining and stabilizing the new social equilibrium. Lewin also suggested that although common sense might lean toward increasing driving forces to induce change, in many instances this might arouse an equal and opposite increase in resisting forces, the net effect being no change and greater tension than before (Spector, 2010).
The Situation at Asda…...

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