Topic 2The Nature of Planned Change

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Organizational development is directed to bring about planned change to increase an organization’s effectiveness and capability to change itself.

It is generally initiated and implemented by managers, often with the help of OD practitioners.

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Levin’s Change Model

Action Research Model

The Positive Model

General Model

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Unfreezing

Movement

Refreezing

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Feedback to ClientData gathering after

action

Problem Identification

Joint action planningConsultation with a behavioral scientist

Data gathering & preliminary diagnosis

Joint diagnosis

Action

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Initiate the Inquiry

Inquire into Best Practices

Discover Themes

Envision a Preferred Future

Design and Deliver Ways to Create the Future

Positive Model

Appreciative inquiry is a model for seeing, thinking, and acting for a purposeful, powerful organizational change. 

Traditional methods of change tend to focus on what is wrong with an organization. 

The primary assumption of Appreciative Inquiry, however, is that “what you want more of, already exists in your organization”. 

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Similarities◦ Change preceded by diagnosis or preparation◦ Apply behavioral science knowledge◦ Stress involvement of organization members◦ Recognize the role of a consultant

Differences◦ General vs. specific activities◦ Centrality of consultant role

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General Model of Planned Change

Evaluatingand

InstitutionalizingChange

Planningand

ImplementingChange

DiagnosingEntering

andContracting

Magnitude of Change◦ Incremental◦ Quantum

Degree of Organization◦ Overorganized◦ Underorganized

Domestic vs. International Settings

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