Bullock and batten four phase model of planned change

Organizational change

bullock and batten four phase model of planned change

UNFREEZING, MOVING, REFREEZING THREE STEP-MODEL OF CHANGE (KURT LEWIN )

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This chapter tackles the issue of organizational change. How does the process of organizational change happen?
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Workplace change occurs rapidly and often in many businesses. This change may take place in order to respond to a new opportunity or to avoid a threat to the company. Regardless of the reason, change can be difficult for all involved; managers and employees face new challenges with change, and managers must learn to ease the difficulty of the transition. One of the major issues associated with managing change is reactive versus proactive responses to change. This entry will discuss proactive and reactive responses to change, the major models of organizational change, and the responsibilities of change managers with special emphasis on the roles of transitional management teams and change agents. Proactive change involves actively attempting to make alterations to the work place and its practices.



Change management practices and models

REACTIVE VS. PROACTIVE CHANGE

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If we move from the types of changes to change management practices it is also possible to distinguish different approaches. According to By , four main approaches existing in literature could be defined: planned, emergent, contingency and choice.

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