REFLECTION PAPER

on
ORGANIZATIONAL CHANGE PROCESS STEPS TO SUCCESSFUL CHANGE
By Ramona Petrescu, Ph.D
University of Craiova
Faculty of Economics
Craiova, Romania











Submitted by:

Cezar M. Barranta Jr.
Phd Educational Management
CAVITE STATE UNIVERSITY


SUMMARY
Organization change process is a planned effort to improve a businesss capacity to get
work done and better serve its market. It is about people. When people realized that new
methodology, process or technology makes them more productive, more efficient or able to serve
better the clients/customers, real change happens.
Successful implementation of change combines decisions that are centered on hard and
soft areas. Hard areas, decisions that are easily observed, like project planning, implementing
software, installing new computer networks, is common for it to get more attention. Soft areas,
decisions those are harder to observed, embracing new methodology, technology and ways of
working are difficult to measure and evaluate.
Attention to the people side of change is at least as important as attention to project
planning or new technology. People side is the most and the biggest challenge to change
implementation.

ANALYSIS
The most interesting about the change process is that the challenge of going in to the
peoples acceptance of the implementation of the new process. People / employees do always
stick to their beliefs and is it quite frustrating when at times I talk to someone who doesnt want
to change their minds no matter what.
Previously, I felt bad on encouraging employees to embrace change. How I can make
them understand to accept that process change can improve the businesss capacity in getting the
work done and better serve its market, I often asked myself. It always comes to a point that I have
to let go first what process that is presently transpiring and let the experience do the rest. As it
will require the employees to accept change because it is demanded by the market but along the
way, I realize that it is too late to cope up with the demand. It is so similar to the implementations
of the subdivision rules and regulations on our area. People always challenge the system by not
doing anything. I just go with the flow and let the homeowners realized what they have done on
doing nothing to realize in the end that is it late for us to cope up and cannot do more anything on
the damage that has been done although it has been anticipated by the few what will happen.
The good thing about that experience is that people have realized that without the
acceptance of the process change, the operation will collapse and their benefits on having a good
system will demise. On the other hand, it is very frustrating on coping up with the loss because
of letting go of the opportunity to change the process earlier.
For me, the most relevant learning arose was from the Lewin Models of Change
Unfreeze, Change and Freezing. Kurt Lewin developed these models in comparing the
organization from ice. If I have a large cube of ice, but realize that I want is a cone of ice, what
will I do? First I must melt the ice to make it amenable to change (unfreeze). Then I must mold
the iced water into shape I want (change). Finally, I must solidify the new shape (refreeze). By
looking at change as process with distinct stages, I can prepare myself for what is coming and
make plan to manage the transition. People go into change blindly, causing much unnecessary
turmoil and chaos.
Equally, this might be the reason why our association was now walking on thin ice. It is
because, I do let the homeowners do what they want and not often communicate to them. I also
didnt dispel rumors, empower my actions and involve people in the process.


OUTCOME
Having read and experience the above situation, I now know the three models of process
change and apply it to cope up with the problem our subdivision is facing. Additionally, I have
learned that constant communication with the people and applying Lewin Models of Change is a
very good tool in the implementation of process change. I have significantly developed my
understanding and have an open mind in dealing with the process change problems. This means
that changes could happen in weeks or less. Lewins model is a logic model that shows the chain
of transportations that an organization must go through in a situation at a desired, predicted. This
understanding could be important to me as a learner and as a practitioner as well.
As a next step, I need to practice my leadership in aligning the values and procedures
that I have learned with regards to Lewins Model of Change is concern.