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Essay / Research Paper Abstract
This 8 page paper outlines the basics of three change models, including Lewin’s 3 stage model of change, Kotters 8 step change model along with Theory E and Theory O. each of the theoretical models is explained in the circumstances in which they may be best applied is discussed. The bibliography cites 6 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TE3changemod.doc
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Unformatted sample text from the term paper:
names of the stages. This is a relatively simple model which divides the way change should be managed into three stages; unfreezing, the change and refreezing, The first stage is
unfreezing; this is the stage in which the employees are prepared for the change. Lewin believes that for change to be implemented effectively those who will be impacted by the
change need to not only understand the change, but should embrace it. The unfreezing stage is extremely important as it is where motivation for change is provided, so that potential
resistance for change is minimized. This stage links in with Lewins force field model where it is argued that change will only occur when the forces supporting the change are
greater than the forces for resistance. The unfreezing stage sees the unfreezing of former ideas and practices to prepare for the change (Lewin, 1951). The second stage is the implementation
of the change itself, this may be undertaken in difference ways; the three main approaches are rational with the use of logical explanations to those involved; re-educative which is also
know as normative where employees are seen are rational but there is recognition of social influences where the change process challenges existing norms. The last approach is coercive, were power
is used, usually with the use of legitimate power. The last stage is refreezing where the changes introduced are entrenched to become the new norms. This is a general
model which van be applied to many different types of change and may be used in any type of change with the exception of emergency circumstances when the change is
needed immediately and there is no time available to win over the employees. Therefore, this can be used for major changes across the entire organization were the change takes
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