MHR 522 Lecture Notes - Lecture 1: Force-Field Analysis, Kurt Lewin, Ogilvy & Mather

• School: Ryerson University
• Department: Human Resources
• Course: MHR 522
• Professor: Phillip Hunter

Document Summary

These restrai(cid:374)i(cid:374)g for(cid:272)es are (cid:272)o(cid:373)(cid:373)o(cid:374)l(cid:455) (cid:272)alled (cid:862)resista(cid:374)(cid:272)e to (cid:272)ha(cid:374)ge(cid:863) (cid:271)e(cid:272)ause the(cid:455) appear to block the change process: stability occurs when the driving and restraining forces are roughly in equilibrium that is, they are of approximately equal strength in opposite. E(cid:454)ter(cid:374)al for(cid:272)es or leader"s (cid:448)isio(cid:374: or employee desire for more practical solutions! Non-movement is not static it"s a (cid:271)ala(cid:374)(cid:272)e of (cid:271)oth forces. Stage 2: change - or transition: we make the actual change. We need time and support as we begin to adapt. We need to be involved in the process, given some autonomy, yet enough support to persevere. Stage 3: freezing (or refreezing: establishing stability once the changes have been made. The changes are accepted and become the new norm: the latter part of the organizational change process, in which systems and conditions are introduced that reinforces and maintains the desired behaviours.