Lenin conceived of change as modification of those forces keeping a system’s behavior stable. Specifically, a particular set of behaviors at any moment in time is the result of 2 groups of forces: those striving to maintain status quo and those pushing for change. 1. Unfreeze – create Initial motivation to change by convincing people that current state is undesirable. 2. Change – identify new behaviors and norms. Communicate. Adopt new attitudes and culture. 3. Refreeze – reinforce new behavior through reward systems, communications, structure etc.
Unfreezing involves reducing those forces maintaining the organization’s behavior at its present level. This is sometimes accomplished through a process of “psychological discrimination”. By Introducing Information that shows discrepancies between behaviors desired by organization members and those behaviors currently exhibited, members can be motivated to engage in change activities. Moving/ Changing – this shifts the behavior of the organization, department, or Individual to a new level. It involves intervening in the system to develop new behaviors, values, ND attitudes through changes in organizational structures and processes.
Refreezing stabilizes the organization at a new state of equilibrium. It Is frequently accomplished through the use of supporting mechanisms that reinforce the new organizational state, such as organizational culture, rewards and structures. Action-Research Model This focuses on planned change as a cyclical process in which initial research about the organization provides Information to gulled subsequent action.
