BUS370 wk 1 dis 2
BUS370 wk 1 dis 2
CSU - Dominguez hills
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This 2 page Study Guide was uploaded by smartwriter Notetaker on Sunday November 15, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 18 views.
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Date Created: 11/15/15
BUS370 wk 1 dis 2 Organizational Change [CLOs: 1,2,6] Select two change models in Chapter Two. Compare and contrast the models and, referencing this week’s lecture, discuss resistance, or how change could be embraced. Respond to two classmates’ posts. Discussion 2: Change Models Lewin’s introduced his change model in 1951 where he suggests that changes in behavior depicts as an ongoing process of three changes towards unfreezing, moving and refreezing (Bierema, 2014). First recognition of change and ways to create change resulting in action moving toward a change then reinforcing or refreezing takes place in order for a new behavior to be effective. Ongoing improvement is needed as not to return to the unfreezing stage. Lewin’s three step model is still being used today. From a news article in November of this year from the Science Letter it summarizes how the Virginia Commonwealth University is using Lewin’s change model as a tool for continuing education in clinical settings. There are case studies that will be performed that will illustrate Lewin’s model of changing behavior with collaborative evaluation principles. Lippitt, Watson and Westley Change model is similar to Lewin’s but the process has determined five phrases instead of three steps. The change agent determines or recognizes the need for change then assist in establishing a relationship for change whereas in Lewin’s model it does not tell what the change agent must do to effect a change but does provide steps for a successful behavior change. Unfreezing, moving, and refreezing takes place as in Lewin’s but Lipitt,Watson, & Westley takes it a step farther to termination of the change agent and the client when a successful behavior change has taken place. With an ever changing economy change is inevitable especially in health care organizations where growing trends summons changes to keep up. Resistance comes about for fear of the unknown of what will happen. Thinking things through and planning for change resistance will better equip you for what could happen from those that changes are implemented to. Being well informed from the beginning allows those affected to come to terms with changes and hopefully decrease resistance. Bierema, L. (2014). Organizational Development: An Action Research Approach. Retrieved from http//content.ashford.edu. Bridgepoint Edu. Evaluation and program planning; findings from virginia commonwealth university in evaluation and program planning reported (facilitating lewin's change model with collaborative evaluation in promoting evidence based practices of health professionals). (2014). Science Letter, Retrieved from http://search.proquest.com/docview/1626402689?accountid=32521
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