Change Model (Beckhard)
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Getting a quick, first impression of the possibilities and conditions to change an organization. Explanation of Change Equation of Beckhard and Harris. ('87)
The Change Model (also: Change Formula, Change Equation) of Richard Beckhard and Reuben T. Harris (1987) is actually attributed by them to David Gleicher. It is a simple yet powerful tool that gives you a quick, first impression of the possibilities and conditions to change an organization.
A milestone in Organizational Development
Historically, the Change Equation can be seen as a major milestone for
the field of Organizational Development. Organization Development has expanded
gradually over time, in response to the needs of employers. These employers
not only want to move their organizations forward in terms of business objectives,
but also in terms of employee engagement. Today's employers understand the
connection between employee involvement and organizational success.
The move to employee involvement in change, and the use of internal or
external consultants to manage reactions to change, represents a shift in
thinking from earlier management theory, such as Frederick Winslow Taylor's
scientific management approach, which became known as Taylorism. This "command-and-control"
approach drew a sharp line between managers and employees. The underlying
philosophy was that "workers work, and managers think." Taylor's method was
a reflection of the times, i.e., the industrial age with its factories unions,
and assembly lines - environments that needed tight management control.
Formula of the Change Equation
The Change Model Formula (Change Equation) is:
D x V x F > R
Dissatisfaction x Vision x First Steps > Resistance to Change
Three components of overcoming resistance
The Change Equation can help one understand that all three components must be present to overcome the resistance to change in an organization:
If any of the three is zero or near zero, the product will also be zero or near zero and the resistance to change will dominate.
Compare with the Change Model Formula: DICE Framework | Forget Borrow Learn | Changing Organization Cultures | Appreciative Inquiry | Positive Deviance | RACI | Change Iceberg | Change Phases | Force Field Analysis | Planned Behavior | Business Process Reengineering | Kaizen | Dimensions of Change | Seven Habits
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