ACTION RESEARCH MODEL & KURT LEWIN CHANGE MODEL

ACTION RESEARCH MODEL & KURT LEWIN CHANGE MODEL

Unfreezing3

Creates the motivation to change

Encourages the replacement of old behaviors and attitudes with those desired by management

Entails devising ways to reduce barriers to change

Introducing the information that shows discrepanciesin behaviors expected and exhibited

It is done through a process of psychological disconfirmation

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Changing/MOVING4

Provides new information, new behavioral models, or new ways of looking at things

Helps employees learn new concepts or points of view

Role models, mentors, experts, benchmarking results, and training are useful mechanisms to facilitate change

Intervening in the system through changes in organizational structures and processes.

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Refreezing6

Helps employees integrate the changed behavior or attitude into their normal way of doing things

Positive reinforcement is used to reinforce the desired change

Coaching and modeling help reinforce the stability of change

Having proper reward system can help and making the culture more adaptive in nature

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THE ACTION RESEARCH MODELThe basic intervention model that runs through OD is the action research model.IT IS CYCLICAL IN NATURE.This model consists of 3 steps namely:# diagnosis# action# process maintenance

1. DIAGNOSISIt is based on valid information about the status , current problems, opportunities and effects of actions as they relate to goal achievement.Diagnosis employs data collection and data analysis.The activity of diagnosis is designed for two proposes:Know the state of things. Effectiveness of actions.

DIAGNOSISState of things include:Various subsystems in the form of teams or organizational structure that make up the organization.Organizational process includes decision making, communication patterns and interpersonal relationships, management of conflict, setting of goals and planning methodology.

2. ACTIONAfter the data collection and diagnosis by the OD practitioner , a feedback is given to the client group with the action plan. The practitioner discusses the findings , planning collaborative actions and implementing proposed solutions. Action takes place through interventions- sets of structured patterns of activities in which the target unit or group engages into activities related to organizational improvement.

ACTIONThe action plan can be implemented in two ways:It can start from one subsystem and then spread to the whole organization.It can start for the whole organization and then concentrates to individual subsystems.

Types of InterventionsIndividual InterventionTeam IntergroupOrganization TrainingTeam buildingThird Party InterventionMBOCoaching Process ConsultationOrganization MirrorSurvey FeedbackMentoring Quality circlesProcess ConsultationQuality of Work LifeSelf studyRole negotiationGoal SettingManagerial gridRole analysisChanging Organizational Culture

3. PROCESS MAINTENANCEEffectiveness of the action plan and periodical renewal of the process.This phase consists of activities to monitor effectiveness of the interventions by receiving feedback about the changes introduced, making modifications.It is also concerned with ensuring that the client system is enabled to maintain the changed system without the support of the consultant.

SUCCESSFUL CHANGE:

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