Embedded Files
What's included:
What's included:
A checklist performance aid that helps in organizing thoughts and key takeaways from learning about change models and design thinking.
Levels and characteristics of organizational change.
Kurt Lewin's Three-Phase Model of Change.
Design Thinking: what it is, its process, and its benefits (and its drawbacks).
Effective communication - knowing your audience and respecting their time.
Performance Aids: Checklist
Performance Aids: Checklist
Performance aids are references created by a user to help the individual reference large quantities of information they have collected over time in a format that is comfortable to them. They can be in many different formats, such as (but not limited to) tables, charts, graphs, checklists, diagrams, and checklists (Caldwell, 2021).
The performance aid to the left is a checklist generated to organize and convey information learned in week 4 of MGMT 608 in a straight-forward way. For now, we will cover three aspects of this checklist:
Levels & characteristics of organizational change.
Kurt Lewin's Three-Phase Model of Change.
Design Thinking
Levels & Characteristics of Organizational Change
Levels & Characteristics of Organizational Change
Anderson (2019) points out that there are three levels of organizational change with varying degrees of characteristics among all levels:
Planning
Planned - conscious and intentional change due to environmental, strategic, marketing, or other factors.
Unplanned - in response to immediate threat or unwarranted situation.
Magnitude
First-order change - a change to existing practice instead of a reimagining of that practice with understanding of how work is done and keeping its purpose, objective, and process.
Second-order change - a larger shift in change, transformational on a larger scale.
Continuity
Episodic change - change done in a certain timeframe; not frequent; clearly stated.
Continuous change - change is always happening (p. 74).
Kurt Lewin's Three-Phase Model of Change
Kurt Lewin's Three-Phase Model of Change
Based on systems theory (refer to checklist performance aid above), Kurt Lewin's contributions to systems theory contained his three-phase model of change. This model is based on the idea that change promotions increase and/or the status quo decreases. Here are its steps:
Unfreezing - releasing current organizational practices
Moving - the process of changing
Refreezing - adopting new organizational protocol (p. 79)
Design Thinking
Design Thinking
A big part of OD is what is called design thinking. Please watch the informative video on the specifics of design thinking (it's roughly 16 minutes long), but I will provide you with a rough outline of what it is.
Design thinking is...
Understanding people's needs and coming up with working solutions.
Solution-based rather than obstacle-based (not focused on limitations).
Experimental, with lots of tinkering being done until an effective solution is found.
Having purpose by nurturing creativity, thinking about alternatives, finding middle-ground for problem solving, and humanistic (Stevens, E. 2021).
Effective Communication: Knowing Your Audience & Respecting Their Time
Effective Communication: Knowing Your Audience & Respecting Their Time
Another huge part of OD is being able to effectively communicate with clients in helping them solve their organizational issues. Watch this short, 3-minute video about my take on what makes effective communication not only in writing, but in speaking with people as well. Please note that this is based on my interpretations and takeaways from a podcast by Matt Abrahams on his interview with Glenn Kramon, a faculty researcher at Stanford University.
Page updated
Google Sites
Report abuse