Organization Change

Organization change is necessary to cope up with the changing people’s interest and market conditions. To know how much change is needed to exploit the opportunities is very crucial.

Organization change without parameters that how much change is needed, leads to unexpected results and wastage of resources.

Organization’s internal changes must be in alignment of external environment. External environment consists: changing people needs and interests, new technology, competition, client’s requirements, raw-material, venders, political scenario and legal issues etc.

Kurt Lewin’s three phase of organization change:

Unfreezing, changing and refreezing are the three phases of planned change in organization.

Unfreezing: this is the first phase of organization change, the need of changed is being diagnosed. How much change is needed, how much time is needed, and what needs to be changed all comes under this phase.

Changing: this is the second phase of organization change – where actions are taken with certain tools and procedures -for changing and developing people, task, structure and technology.

Refreezing: this is the third phase of organization change where changes made in second phase are being reinforced.

Types of organization change:

Every organization goes incremental changes; this is the change which happens effortlessly. But this incremental change which is with slow pace may not produce desired results, and may not adjust with external environment like changing market conditions and frequently introduced new technologies.

Another kind of organization change comes at management will, like with how much pace they need changes and what level of change is required. To determine whether whole organization needs change or particular segment of an organization need change also very crucial. If management does complete change to an organization then it may cause some issues to those people whose inflexibility create problems.

Greiner proposed five level of crisis: 1. Leadership crisis, 2.delegation crisis, 3.control crisis, 4.red tape crisis, and 5.revitalization crisis; and each crisis are followed by a calm period of continuous change.

Calm period of continuous change is referred to evolution and crisis is referred to revolution. This evolution and revolution is continuous process with in an organization.

Kurt Lewin’s three phase of organization change:

Types of organization change:

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