MHR 650 Lecture Notes - Force-Field Analysis, Team Dynamics, Appreciative Inquiry

• School: Ryerson University
• Department: Human Resources
• Course: MHR 650
• Professor: Frank Miller

Document Summary

Force field analysis: kurt lewin"s model of system-wide change that helps change agents diagnose the forces that drive and restrain proposed organizational change. Resistance to change) maintain the status quo. Unfreezing: the first part of the change process whereby the change agent produces disequilibrium between the driving and restraining forces. Refreezing: the latter part of the change process in which systems and conditions are introduced and reinforce and maintain the desired behaviours. Direct costs people tend to block actions that result in higher direct costs or lower benefits than the existing situation. Saving face resists change as a political strategy to prove that the decision is wrong or that the person encouraging change is competent. Fear of the unknown worry that they cannot adjust to the new work requirements. Breaking routines the need to bring in new knowledge and the need to unlearn.