PHASES OF CHANGE
Discuss the phases of change noted in Linear development in learning approaches sections in information technology
Organizations cannot develop and grow without change. The difference is a continuous process that enables an organization to grow to realize new opportunities and provide better services. In Information technology, departmental change has the same impact on the employees in a similar way as that in the entire organization. The transition goes through three distinct phases which may include;
Unfreeze phase
This is the first stage of evolution. Lewin explains this phase as the beginning of the realization that some changes are about to occur. The step involves powerful emotions, including denial, lack of patients and doubt (Hussain et al. 2018). For the IT leadership to effect change within the departments, there is a need to understand how to approach the stage and the ways that will be used in stabilizing the emotions to ensure the incoming changes do not face rejection. Don't use plagiarised sources.Get your custom essay just from $11/page
Change phase
This is the second phase of the change process. This is the most critical face where the change will be implemented in the shortest time possible. Kritsonis (2005) agrees that this stage should be done fast. When the process is prolonged, more employees are prone to relapse towards old habits. The fast approach of the change enables employees to realize the benefits associated with the move and thus embrace it.
Unfreeze phase
This is the last stage of change, which is critical due to the dangers of relapse. This phase requires effective plans to ensure that periodic evaluations are done for monitoring and adjusting where necessary to solidify the change. Employees will only accept the difference when they see that the changes have solidified, and there is no room for going back. This process is helpful in the realization of the change benefits for the employees and the organization at large.
References
Kritsonis, A. (2005). Comparison of change theories. International journal of scholarly academic intellectual diversity, 8(1), 1-7.
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.