Change agents must have a clear understanding of how communication functions in organizational settings. Clear and positive communication can determine if a change initiative succeeds or fails.
As you can see from Lewin’s Change model below, before a change can be implemented, it must go through the initial step of unfreezing. It is normal for people to resist change. The goal during the unfreezing stage is to communicate and create an organizational awareness of the need for change. Change agents must have a clear understanding of how communication functions in organizational settings. Clear and positive communication can determine if a change initiative succeeds or fails.
Business change is all around us. We see it in our daily lives, and it all usually has the same goal: a more productive, efficient, quality organization. During all changes—mergers, new technology, new bosses—most people will push back at first, because it is unknown. Before drafting your discussion post, watch the video below:
Answer the following:
How did the manager try to ‘unfreeze’ before the change? Was it effective?
What would you do if you worked on dock 16?
What would you do to ‘unfreeze’ dock 16 if were the manager? How would you communicate this change if you oversaw all the docks?
Please use each question as a header in bold and answer each question below its respective header. There is no need for a separate introduction or conclusion.