ِArt of Change in Organisations

Organisations move through various stages at different speeds when they decide to have serious changes. Boundaries between the stages are not always clear and each stage will last until its major issues are resolved.. This is what we shall discuss in this blog.

Unfreezing

Organisational crises are likely to stimulate unfreezing because they demand immediate attention as work systems do not fit strategy. It represents the ‘constructive destruction’ of the ineffective processes, groups and structure.

Storming

If there is no strong & clear process or system ready to replace the demolished one, the working teams shall feel dissatisfaction in this stage, management shall suffer to maintain control, productivity shall decrease & conflict of interests shall be more obvious.

Forming & Norming

In this stage organisations move from a personal focus to a group forming & structuring, emphasizing the role group behaviors, members skills, commitment and departmental goals. This stage may have leadership turbulence before a permanent leader is selected and leadership position become stable, and the organisation has a hierarchy of roles .

Performing

Staff are mature & confident about their personal abilities in performance. The actual performance is close to potential performance & process losses is minimized. Groups have the ability to resolve conflicts and feel more empowered.

Refreezing

Refreezing occurs when newly developed behaviors, work designs, organizational structures and processes are adopted and become permanent parts of the firm and its culture. During refreezing, the change process can be examined for its subjective and objective successes.

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Essam saleh