The 4 common models of OB
The 4 common models of OB and change
and change
are consistent with a systems theory
are consistent with a systems theory
Lewin’s Three-Phase Model of
Change and Force Field Analysis
Kurt Lewin (1951) offered a three-phase model of organizational change in
which he described change as a process of (1) unfreezing. (2)moving, and (3)
refreezing
2 forces worked together to maintain equilibrium in an organization: (1) forces
promoting a change and (2) forces promoting the status quo
The tool can help organizational members understand what factors would
support a given change effort and what resistance might prevent the change
from being adopted.
1.
The Nadler-Tushman Congruence
Model
Nadler and Tushman have offered an expanded version of systems theory
that contains additional concepts intended to be more useful to
practitioners
These components exist in states of relative balance, consistency, or “fit”
with each other.
inputs, transformation processes, outputs, and feedback are also included
as part of the congruence model.
Transformation processes have been expanded in the congruence model
to include four important elements that relate to one another: (1) task, (2)
individual, (3) formal organizational arrangements, and (4) informal
2.
