The Process of Organizational Change or Change Process

The Process of Organizational Change or Change Process

a. Unfreezing: The organization change is effective only when the behavioral patterns of the member change.

 
Characteristics of unfreezing

• Old ideas and beliefs are removed
• People are made aware that the present behaviors are inappropriate, irrelevant and inadequate.
• Creation of an atmosphere of self-motivation for employees to change the behavior.

b. Changing: It refers to replacement of old ideas to the new one gradually. Replacement takes place as a slow and gradual process.


KELMAN has explained replacement process in three stages is as:




Compliance: when individual are forced to change either by punishment or by reward. It can be negative, if punishment is attached to it. Some thinkers consider punishment as a positive compliance also.




Ex. Demotion, mobility, cutting pays & perks




Internalization: when individuals are forced to encounter a situation & calls for a new behavior the process is called as internalization. It may put impact for a shorter period of time until & unless a new behavior pattern is formed.


Identification: when individuals recognize one best alternative among no. of options. This is a very slow process and may not be successful every time.


c. Re-freezing: refers to internalizing new ideas feelings, skills & behavior, practicing and experimenting in this new method of behavior. It ensures that the old behavior is totally aside and new behavior is installed completely.E.g by FERSTIER & SKINNER implemented/studied in this concept.

In it, he proves those reinforcement schedules are successful. He made two kinds of schedules:
Continuous schedule aimed at bringing fast change but the changes ceases fast.
Intermittent schedule was slow and long-lasting but was permanent.