Chat with AIExam 2: The Nature of Planned Change
The same steps in the action research model should be applied regardless of whether the organization is under- organized or over-organized.
(27) 
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Compare and contrast Lewin's change model, the action research model, and the positive model. Describe their strengths and weaknesses.
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Answered by Examlex AI CopilotLewin's change model, the action research model, and the positive model are all frameworks used to understand and implement organizational change. Each model has its own strengths and weaknesses, and they can be compared and contrasted in several ways.
Lewin's change model is a three-step process that involves unfreezing the current state, making the change, and then refreezing the new state. One of its strengths is its simplicity and straightforward approach, making it easy to understand and implement. However, its weakness lies in its linear nature, which may not account for the complexity and unpredictability of real-world organizational change.
The action research model, on the other hand, is a more iterative and collaborative approach to change. It involves diagnosing the problem, planning and implementing a change, and then evaluating and reflecting on the results. Its strength lies in its emphasis on participation and learning, but it may be time-consuming and require a high level of commitment from all involved parties.
The positive model focuses on identifying and amplifying the positive aspects of an organization to drive change. It emphasizes strengths-based approaches and appreciative inquiry to create a vision for the future. Its strength lies in its ability to inspire and motivate people, but it may overlook potential risks and challenges that need to be addressed.
In comparing these models, it is clear that they each have their own unique strengths and weaknesses. Lewin's model is simple but may be too rigid, the action research model is collaborative but time-consuming, and the positive model is inspiring but may overlook potential pitfalls. Organizations may benefit from using a combination of these models to leverage their strengths and mitigate their weaknesses, depending on the specific context and needs of the change initiative.
In under-organized organizations, the consultant attempts to "tighten up" the governance system.
(35) VerifiedTrue
Describe the framework of the general model of planned change. Include a discussion of each activity and a typical sequence of events.
(35) In action research, data is only gathered after action has been taken to monitor the results.
(31) The relationship between planned change and organizational performance and effectiveness is well understood.
(28) Which activity is not part of the general model of planned change?
(33) What problems associated with planned change should the OD practitioner be aware of? How might such problems be overcome?
(31) What is "planned change" as compared with other types of change?
(36) To be a successful in international settings, the OD practitioner must
(28) Planned change can differ greatly from one organization to another. Discuss how planned change efforts might differ in domestic vs. international settings.
(34) Two adaptations of action research are increased participant involvement and a greater appreciative approach to
OD.
(31) Change strategies are often modified on the basis of continued diagnosis.
(37) OD efforts are limited because of limited information available to guide change.
(43) According to Lewin, the best way to manage change is to increase the forces for change.
(43) Diagnostic models for analyzing problems explore activities at the organization level, group level, and individual level.
(30) The identification phase of action research is designed to identify people who should assist in setting the direction of the organization.
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