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Essay / Research Paper Abstract
This 5-page paper discusses several concepts associated with organizational change including the Force Field Theory, change process and change management and organizational development and organizational management. The essay attempts to compare and contrast these concepts, and concludes with suggestions on how to reduce employee resistence to change. Bibliography lists 2 sources.
Page Count:
5 pages (~225 words per page)
File: D0_MTorgfor.rtf
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Unformatted sample text from the term paper:
of the game. The concept of "change management" is, as a result, coming to the forefront as a viable theory. One problem
with change management, however, is that it still meets resistance among employees and even some bosses, depending on the situation. Much of the reason for this is lack of communication
- another reason for this is that workers dont have input into the change that is taking place. Much of the approaches focusing
on change management rely on the early work of Kurt Lewin, who studied the concept of Force Field Theory (Management Guru, 2002). In creating his theory, Lewin considered that a
typical organization is a system of interrelated parts and competing forces - or even opposing transient groups (Management Guru, 2002). As such, any kind of system or organizational change will
naturally have its groups that are resistant to change and those in favor of change (Management Guru, 2002). Understanding the Force Field Theory can make change management somewhat more palatable.
If managers of change know theyll meet resistance because of change, they can better anticipate and deal with the problem. An understanding of
change process and change content is also helpful in terms of change management and the changing of an organization. Change process in an organization has three stages: unfreezing (the need
that change is necessary and must be developed); changing (during which the change is implemented) and refreezing (the new order is put in place, which presents a new equilibrium against
which other change is measured) (Management Guru, 2002). The main problem with some organizations jumping into the idea of change management is that they forget about the first factor of
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