Professional Documents
Culture Documents
Week 2 Nature of Planned Change 19102022 021712pm
Week 2 Nature of Planned Change 19102022 021712pm
Chapter Two:
The Nature of Planned Change
Thomas G. Cummings
Christopher G. Worley
Learning Objectives
for Chapter Two
• To describe and compare three major
perspectives on changing organizations.
• To introduce a General Model of Planned
Change that will be used to organize the
material presented in the book.
• To describe how planned change can be
adopted to fit different kinds of conditions.
2-2
Planned Change
• Who initiates change? Managers
• What for is the change? Increased
effectiveness
• Implemented by? Managers with the help of
OD practitioner
• All approaches to OD rely on some theory
about planned change
2-3
Kurt Lewin’s Model
• At any given time two forces
1. Those maintaining status quo
2. Those pushing for change
1. Quasi-stationary equilibrium
– Decrease forces maintaining status quo
– Increase forces pushing for change
– Some combination of both
– Kurt argues decreasing forces maintaining status
quo produces less tension 2-4
Lewin’s Change Model
Refreezing
(Organizational culture,
rewards, structures)
2-5
Lewin’s Change Model
2-7
Lewin’s Change Model
2-8
Action Research Model
Problem Identification
Joint diagnosis
Consultation with a
behavioral scientist Joint action planning
2-9
Positive Model
Discover Themes
Planning Evaluating
Entering and and
and Diagnosing Implementing Institutionalizing
Contracting Change Change
2-13
Different Types of
Planned Change
• Magnitude of Change
– Incremental
– Quantum
• Degree of Organization
– Overorganized
– Underorganized
• Domestic vs. International Settings
2-14
Critique of Planned Change
• Conceptualization of Planned Change
– Change in not linear
– Change is not rational
– The relationship between change and
performance is unclear
• Practice of Planned Change
– Limited consulting skills and focus
– Quick fixes vs. development approaches
2-15