PHASES OF CHANGE
People are usually expected to behave in the same manner and sometimes people do not want to change even thought the change is required. The manager and the change agent are required to make the the change successful.
Phases of Planned Change
There are three phases of planned change:
Unfreezing:
When change is made, it is important to make sure that the people are ready for that change. Planned change can only be successful if people are willing to do things differently for the long-term success. Unfreezing refers to a time when a situation is created for change and the needs for the change are developed. Unfreezing can be presented in a few ways such as environmental pressures for change, declining performance, the recognition that problems and opportunities exist and observation of behavioral models that display alternative approaches. A conflict is beneficial in unfreezing because it allows people to recognize alternative ways of thinking and allows them to break old habits.
Changing:
In the chasing phase, something new takes place in the system of the organization and the change is implemented by the people. In this phase, the changes are incorporated in tasks, people, culture, technology, and structure. This phase can only be achieved if the unfreezing phase is achieved successfully. Managers and change agents should be aware of making sure that the change is not initiated too fast because it would develop resistance from the workers if the change is initiated too fast. Managers should make sure that people first feel the need of change before implementing change because if the change is implemented before it is needed, it would lead the change to failure.
Refreezing:
Refreezing is the phase of change that requires the manager to make sure that the change is stabilized and making sure that the change is ready to be continued for a long term. Refreezing is successful when the manager involves rewards for the performance that is shown by the workers and tries to enforce the change in a positive manner. Managers are also responsible for evaluating changes and giving feedback to the workers and to make any further changes to the original change if required. When refreezing is not implemented properly, the new change is forgotten easily and abandoned over time. When refreezing is implemented successfully, it is more long lasting and is not forgotten easily.
Phases of Planned Change
There are three phases of planned change:
- unfreezing
- changing
- Refreezing
Unfreezing:
When change is made, it is important to make sure that the people are ready for that change. Planned change can only be successful if people are willing to do things differently for the long-term success. Unfreezing refers to a time when a situation is created for change and the needs for the change are developed. Unfreezing can be presented in a few ways such as environmental pressures for change, declining performance, the recognition that problems and opportunities exist and observation of behavioral models that display alternative approaches. A conflict is beneficial in unfreezing because it allows people to recognize alternative ways of thinking and allows them to break old habits.
Changing:
In the chasing phase, something new takes place in the system of the organization and the change is implemented by the people. In this phase, the changes are incorporated in tasks, people, culture, technology, and structure. This phase can only be achieved if the unfreezing phase is achieved successfully. Managers and change agents should be aware of making sure that the change is not initiated too fast because it would develop resistance from the workers if the change is initiated too fast. Managers should make sure that people first feel the need of change before implementing change because if the change is implemented before it is needed, it would lead the change to failure.
Refreezing:
Refreezing is the phase of change that requires the manager to make sure that the change is stabilized and making sure that the change is ready to be continued for a long term. Refreezing is successful when the manager involves rewards for the performance that is shown by the workers and tries to enforce the change in a positive manner. Managers are also responsible for evaluating changes and giving feedback to the workers and to make any further changes to the original change if required. When refreezing is not implemented properly, the new change is forgotten easily and abandoned over time. When refreezing is implemented successfully, it is more long lasting and is not forgotten easily.