1. Why is it critical that each stage be fully implemented before moving to the next? Provide concrete, detailed examples and explain how each fits into the three stages of change.
Recognizing the three stages of change is important in order to implement the required change. Each stage is critical and must be implemented in a systematic manner. Change managers must first create the motivation to change in the first stage which is unfreezing. Unfreezing creates room for change leaders to survey the organization and understanding deeply what needs to be change. Immediately there is a gap which requires change need to win support from top and bottom management is a necessary move. The process of unfreezing ensures that change leaders communicate the vision with regards to change required and find ways to manage doubts and concerns of staff and management (Burnes). Moving forward to change demands that staff and management are in agreement with the change process.
Secondly, change stage seeks to promote effective communication and empower staff to embrace new ways of working. Change indisputably comes after unfreeze because here change leaders must prepare people for what in coming by simply dispelling rumors and dealing arising problems instantly. Change seeks to empower action and find ways of involving everyone in the process (Armenakis and Stanley 127). Change leaders will go to an extent of creating short terms wins just to reinforce its goals.
Finally, the process systematically ends in freezing as this step returns the company in a new sense of stability which is key in creating confidence to press forward. Refreezing allows change managers to anchor the change process into organizational culture by winning support and identifying solutions to existing barriers (Armenakis and Stanley 134). Ideally, refreeze creates room to adapt the organizational structure adequately and create a suitable leadership support. Refreezing is also important because it provides enough support for training a move that will keep everyone informed and supported during the process.
Works Cited
Armenakis, Achilles A., and Stanley G. Harris. "Reflections: Our journey in organizational change research and practice." Journal of Change Management 9.2 (2009): 127-142.
Burnes, Bernard. "Kurt Lewin and the planned approach to change: a re‐appraisal." Journal of Management studies 41.6 (2004): 977-1002.
