The third group did better than the second group. There was high turnover in the first group and high members of grievances, which were not found in the second and third groups (Underwood, 2008). These finding supported the conclusion that employment empowerment and control are important factors when considering organizational change.
Lewin is considered the father of social psychology (Coghlan & Brannick, 2004). According to Lewin it is important to consider factors related to change. People resist change since it leads to insecurity and fear. Providing employees with control over the change process helps to deal with this fear and anxiety. Lewin also noted the importance of considering other factors related to change. For example, objectives for change must include consideration for permanency of the new level for the period desired and this must include aspects of unfreezing the present level, moving to the new level, and freezing the group at the new level. Each of these processes includes different problems depending on the situation.
Chaudran (2008) noted further that to enhance the change process in an organization, the business must begin at the beginning. Today's organization faces constant change due the many techniques, methods, and solutions that exist and help the business improve. Changing is an important part of keeping up with the current demands. Chaudran noted that organizations could assist with the change process by going through a formal decision making process that has the four components of: levels, goals, and strategies; measurement system; sequence of steps; and implementation and organizational change. Chaudran also stated that there are four levels of organizational change and these include: level 1, shaping and anticipating the future; level 2, defining what business to be in and core competencies; level 3, reengineering processes; and level 4, incrementally improving processes.
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