Organisational Change Management - Essay Example

At this stage the employees and the employers were inquired about the reason for absenteeism and then 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 1980’s.

The five stages are described are as follows. Definition The first stage is “define” which focuses on the awareness of the developmental activities. During this stage the topic of inquiry becomes the organization’s main agenda 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 directed at topics and issues for the success of organization. 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 care 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 employee’s 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 employee’s 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 long-term change is the attitude, behaviour and performances of the employees towards their work and that’s 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 Lewin’s Change Model can be applied 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-stationary equilibrium’. For