Page 33 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Organization Change and Development Neha Khosla, Lovely Professional University

Notes Unit 3: Models of Change

CONTENTS
Objectives
Introduction
3.1 Characteristics of Effective Change Programmes
3.2 Models of Change

3.2.1 Systems Model of Change
3.2.2 Lewin’s Force Field Analysis Model
3.2.3 The Continuous Change Process Model
3.2.4 Change and Transition Management
3.2.5 Organisational Growth Model
3.3 Porras and Robertson Model of Organizational Change
3.4 The Burke-Litwin Model of Organizational Change

3.5 Summary
3.6 Keywords
3.7 Review Questions
3.8 Further Readings

Objectives

After studying this unit, you will be able to:

 Explain Systems model of Change
 Discuss the Force Field Analysis
 Describe Continuous Change Process Model
 Explain Change and Transition Management

 Discuss Organisational Growth Model
Introduction

In last unit you have studied about planned changed. Change results from the pressure of both
internal and external forces in the organisation. It disturbs the existing equilibrium or status
quo in the organisation. The change in any part of the organisation affects the whole of the
organisation. Change will affect the various parts of the organisation in varying rates of speed
and degrees of significance. Changes may affect people, structure, technology and other elements
of the organisation. This unit provides information related to models of change.

3.1 Characteristics of Effective Change Programmes

Distinguishing between change that inevitably happens to all organisations and change that is
planned by members of an organisation is important. Our focus is primarily on intentional,
goal-oriented organisational purposeful attempt by managers and employees to improve the

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