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 The Change Model
(also: Change Formula, Change Equation) of Beckhard and Harris
(1987) is actually attributed by them to David Gleicher. It is a simple yet powerful tool that
gives you a quick, first impression of the possibilities and
conditions to change an
organization.
Historically, the change quotation can
be seen as a major milestone for the field of Organizational
Development. Organization Development has expanded
gradually over time, in response to the needs of employers who not only
want to move their organizations forward in terms of business
objectives, but also in terms of employee engagement, as today's
employers now understand the connection between employee involvement
and organizational success.
The move to employee involvement in change, and the use of internal or
external consultants to manage reactions to change, represents a shift
in thinking from earlier management theory, such as Frederick Winslow
Taylor's
scientific management approach, which became known as Taylorism.
This "command-and-control" approach drew a sharp line between managers
and employees. The underlying philosophy was that "workers work,
managers think." Taylor's method was a reflection of the times,
i.e., the industrial age with its factories unions, and assembly lines -
environments that needed tight management control.
Taylor's view was eventually complemented (replaced) by the human
relations movement, as organizational psychology and group
dynamics evolved, paving the way for more worker involvement
and benefits, and the theory of worker motivation.
The Change Model Formula (Change Equation)
is:
D x
V x F > R
=
Dissatisfaction x Vision x First Steps > Resistance to Change
It is important to note that the three components must all be present to overcome the
resistance to change in an organization: Dissatisfaction with the
present situation, a Vision of what is possible in the future, and
achievable First steps towards reaching this vision.
If any of the three
is zero or near zero, the product will also be zero or near zero and the
resistance to change will dominate.
Compare with the Change Model Formula:
Changing Organization Cultures |
RACI |
Change Iceberg |
Change Phases |
Force Field Analysis |
Planned Behavior
| Business Process Reengineering
| Kaizen |
Dimensions
of Change |
Seven Habits
More management models
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