How 2 Make Business

Part B:

Change cans occur at several levels: knowledge, attitudes, individual behavior, and group behavior. While it is more difficult to change individual and group behavior than knowledge or attitudes, once achieved changes in behavior are likely to be more long lasting.
The well-known and widely used approach to implementing change that is based on force-field analysis was introduced by the psychologist Kurt Lewin, who says change occurs only when a driving force large enough to overcome natural resistance pushes the individual or organization to change.
Organizations can motivate people to change by introducing driving forces or reducing resistance forces in an “unfreezing” stage. Once motivated, individuals learn new behaviors in the “change” stage. New behaviors are reinforced and integrated into daily life during a “refreezing” stage.

People may resist change because they feel insecure, do not trust their leader, or lack information about what the change means or how it may affect them.
In organizations, successful introduction of change may depend on the success of other changes in the recent past. Groups and individuals may resist change because it interrupts valued social systems.
While management cannot control all the forces for or against change, some can be controlled if they are first recognized. In the final analysis, it is people’s feelings and attitudes about change that influence their acceptance of it. These, unfortunately may be beyond management’s control.

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