Organizational Change

Change is defined as a function of forces that promote change and the opposing forces that slow or resist change. There is often a lot of resistance to change in an organization. However, managers are equipped with several strategies to help support change within the organization. Those changes are unfreezing and refreezing workers into the new change, having the workers participate in the planning and implementing of change, and providing significant managerial support.

Unfreezing is a strategy process where managers unfreeze, change intervention, and refreeze their employees in the new change process. More specifically, unfreezing is the process of opening people up to believe that change is needed. During the change intervention process, managers and workers change their work practices and behaviors. Afterwards, the refreezing process is when managers support and enforce the new changes to be sure they stick with the employees. An example of this strategy in action would be with AT&T’s Credit Corporation. When combining parts of the company, there was concern about accessibility of private information. To solve the problem, AT&T created a toll-free 800 number for employees to call for the information. This process also included weekly updates to the system and training on how the new program would improve the company’s efficiency. This strategy will help avoid any resistance to change and promote the change throughout the organization.

The second strategy engages workers in the planning and implementing change processes. This process allows employees to see the importance of the change while the change is in progress. It also allows employees to voice any concerns they may have about the new change. With this process, employees are generally less likely to resist the change if they are allowed to discuss and agree to participation in the change. Some companies such as DEGW, an architecture firm, created a game to help managers, leaders, and real estate...