Chapter 18: Model of Change

In chapter eighteen the idea which resonated with me the most said, "Prespective og organizational change is based on the notion that any change, no matter how large or small, has a cascading effect throughout an organization. Therefore, a model is introduced which offers managers framework or model to use for diagnosing what to change and for determining how to evaluate the success of a change effort.

An organizational change is a difficult experience. As posted by a student in her blog, change can be a difficult thing to adapt to; especially when individuals are so used to the same routine. It takes time for someone to get used to a change in the way something is run or organized. It’s difficult and not always pleasing to adjust. It is hard to catch up with the new way of work. This can all prove very disconcerting and sometimes downright depressing. If an individual becomes anxious about the new changes and misses the old customs, it can be emotionally challenging as well.

An article which is titled "The Check, Connect, and Expect Program: A Targeted, Tier 2 Intervention in the Schoolwide Positive Behavior Support Model" by Cheney, Douglas, speaks about the effects of a type of feedback loop for those going through an organizational change. This feedback is necessary when faced with changes and it helps in order to adapt to them. This correaltes with the model change because it helps to diagnose what to change and how to evaluate changes in order for success to take place.

Source: Cheney Douglas. "The Check, Connect, and Expect Program: A Targeted, Tier 2 Intervention in the Schoolwide Positive Behavior Support Model"