Implementing Change
Victoria Webb
Communication system (Nurse Call) implementing.
Many factors drive change in a business. Lewin identified four forces. In Lewin’s model there are forces driving change and forces restraining it. Where there is equilibrium between the two sets of forces there will be no change. In order for change to occur the driving force must exceed the restraining force
Lewin’s analysis can be used to Investigate the balance of power involved in an issue, Identify the key stakeholders on the issue, Identify opponents and allies, Identify how to influence the target groups. Below is a diagram showing Lewins theory.
Generally factors driving change will be categorised into either internal or external factors, Some examples of the internal forces that drive change include, Desire to increase profitability, Reorganisation to increase efficiency, Conflict between departments, To change organisational Culture. External forces examples include Customer demand, Competition , Cost of inputs, Legislation & taxes, Political , Ethics & social values, Technological change.
One theory used to support change is based on Prosci's research of the most effective and commonly applied change. most change management processes contain the following three phases:
Phase 1 - Preparing for change (Preparation, assessment and strategy development)
Phase 2 - Managing change (Detailed planning and change management implementation)
Phase 3 - Reinforcing change (Data gathering, corrective action and recognition)
Below is an example of the support offered by Proscis research.
The change curve is a model widely used by all sorts of irganizations managing change, The Change Curve model describes the four stages most people go through as they adjust to change.
When a change is first introduced, people's initial reaction may be shock or denial, as they react to the challenge to the status quo. This is stage 1 of the Change Curve.
Once the reality of the change starts to
Communication system (Nurse Call) implementing.
Many factors drive change in a business. Lewin identified four forces. In Lewin’s model there are forces driving change and forces restraining it. Where there is equilibrium between the two sets of forces there will be no change. In order for change to occur the driving force must exceed the restraining force
Lewin’s analysis can be used to Investigate the balance of power involved in an issue, Identify the key stakeholders on the issue, Identify opponents and allies, Identify how to influence the target groups. Below is a diagram showing Lewins theory.
Generally factors driving change will be categorised into either internal or external factors, Some examples of the internal forces that drive change include, Desire to increase profitability, Reorganisation to increase efficiency, Conflict between departments, To change organisational Culture. External forces examples include Customer demand, Competition , Cost of inputs, Legislation & taxes, Political , Ethics & social values, Technological change.
One theory used to support change is based on Prosci's research of the most effective and commonly applied change. most change management processes contain the following three phases:
Phase 1 - Preparing for change (Preparation, assessment and strategy development)
Phase 2 - Managing change (Detailed planning and change management implementation)
Phase 3 - Reinforcing change (Data gathering, corrective action and recognition)
Below is an example of the support offered by Proscis research.
The change curve is a model widely used by all sorts of irganizations managing change, The Change Curve model describes the four stages most people go through as they adjust to change.
When a change is first introduced, people's initial reaction may be shock or denial, as they react to the challenge to the status quo. This is stage 1 of the Change Curve.
Once the reality of the change starts to