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Management and Change The Oc Experience

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In social organizations, change is initiated, implemented, and maintained to achieve a new and higher level of performance by the system. Changing involves the deliberate introduction and management of discontinuity. The purpose is to increase the organization’s level of adaptation to its environment. In social organizations, change is initiated, implemented, and maintained to achieve a new and higher level of performance by the system. Changing involves the deliberate introduction and management of discontinuity. The purpose is to increase the organization’s level of adaptation to its environment. The change model depicts the notion that excellence, growth, and development, as well as satisfaction and high morale, are achieved through adaptation and innovation. The organization is seen as a system with at least an array of interconnecting variables: strategy, structure, technology, products or services, and people. People are considered the most critical resource in the organization because it is they who link all other variables in a productive way (Martires amp. Fule, 2000, 352).T he Process of ChangeLewin (1951) in his book on Frontiers in Group Dynamics identified three steps in the process of change, to wit: (1) unfreezing. (2) changing. and (3) refreezing. The unfreezing stage is the initial step involving awareness and recognition of the need to change certain aspects in the current situation. The changing stage involves the introduction and application of new patterns of behavior (Martires amp. Fule 2000). This stage encompasses orientation, training and learning the new system or aspects which were initially identified as needing change. Finally, under the refreezing stage, those new patterns, systems, or behaviors must be stabilized and sustained for it to be effective and considered successful. At this stage, a full integration of the new aspects is finally ingrained into practice.