组织行为学——组织变革与压力管理详解.pptVIP

There are three main approaches to managing organization change. They are Lewin’s three-step model of change, Kotter’s eight step model of the change process and organizational development. * Lewin offers a three-step model to help facilitate the change process. He sets forth that change efforts need to “unfreeze” individual resistance and group conformity to help them move forward and then you need to refreeze the changes by balancing driving and restraining forces. This will help to move people through the change process and solidify the desired behaviors/outcomes moving forward. In the unfreezing stage Lewin identifies driving and restraining forces. Driving forces are those that direct behavior away from the status quo. Restraining forces are those that hinder movement from the existing equilibrium. * Kotter also offers a model to look at change that builds on the initial ideas of Lewin. He sets forth the following eight steps: Establish a sense of urgency Form a coalition Create a new vision Communicate the vision Empower others by removing barriers Create and reward short-term “wins” Consolidate, reassess, and adjust Reinforce the changes  * Organizational development is an area of study that is set up to determine what an organization needs to improve their effectiveness and employee well being. Some organizational development values include respect for people, trust and support, power equalization, confrontation and participation. * There are six commonly used organizational development techniques. The first is sensitivity training that sets up groups that seek to change behavior through unstructured group interaction by providing an environment of increased awareness of others and of themselves. This increases their empathy, listening skills, openness and tolerance for others. The second technique is the survey feedback approach where the organization will use a questionnaire to identify discrepancies among member perceptions and then fo