Organisational Change Management Essay Example | Topics and Well Written Essays - 3000 words - 10

Organisational Change Management - Essay ExampleAt this stage the employees and the employers were inquired about the reason for absenteeism and because they were also informed about the type of change that should be undertaken by them. This assignment describes the five stages of Appreciative Inquiry (AI) 5D framework - definition, discovery, dream, design and destiny. It gives a holistic view of the difficulty faced and modifications needed (Cooperrider and Whitney, 2005). The framework was developed by David Cooperrider and his team mates in mid 1980s. The five stages ar described be as follows. Definition The first stage is define which focuses on the awargonness of the developmental activities. During this stage the topic of inquiry becomes the organizations main schedule for learning as well as innovation. The questions asked are affirmative in nature and it focuses on the topic valuable to the people who are involved and order at topics and issues for the success of organ ization. This inquiry identifies the area where the organization needs to change. The changes can be strategic, structural, people and process change. In Silkeborg Council case, the main problem was absenteeism for which the elderly billing department faced a lot of problems. ... Small-scale or incremental people changes include sending of management workers to team-building workshops and classes. These changes can be planned or unplanned, which may impact the employees attitude towards work, behaviours of the individual and their performances. The changes are made to help the employees and the employer to reduce absenteeism. It can either be planned or unplanned, which may impact the employees attitude towards work, behaviours of the individual and their performances. The area of change once identified should be worked upon to bring productivity in the Council. The factor which is preventing farseeing-term change is the attitude, behaviour and performances of the employees towar ds their work and thats why the number of absentees increased during that period. The possible reason for absenteeism can be personal problems health problems or job dissatisfaction. These are the possible areas where the management should work upon to bring in discipline and proper working of the organization without lost time. The changes implemented during that period could not remain for long time because of the fluctuating behaviour and attitude of the employees. The management could not mange properly which led to these disturbances in the council. Kurt Lewins Change Model can be utilise to the Silkeborg Council case. The model elaborates the modifications of some forces keeping the whole system stable. He examined that a set of behaviour at any moment is the outcome of two groups of forces. These forces are attempting to maintain status quo and is forcing for change. When the two sets of forces are equal, the current behaviours are preserved in a state known as quasi-station ary equilibrium. For