STRATEGIC CHANGE

MANAGEMENT

Organizations must incorporate new values and attitudes.

There is more critical need to activate gender equality in strategic envisioning.

Organizations must be responsive to socio-political and economic changes.

Gender equality and diversity are two key features of globalization.

BACKGROUND

CHANGE PROCESS

Unfreeze

Stability

Refreeze

Stability

Unfreezing/Change

CHANGE PROCESS - HANDOUT 3Adapted from Kurt Lewin’s Model

ChaosUnpredictabilityNo controlConfusingLoss-Attachment

Desired Situation

Undesired Situation

Model Insights:

Shows that all problems have social consequences.

Discovers what is really there.

Shows that there are unsolved problems.

Provides insight into inner/outer experiences.

Fosters collaboration/community building.

CHANGE PROCESS

THE MODEL

First stage represents the status quo which is unfreeze.

Second stage attempts to install the change.

Third stage is refreezing desired change.

CHANGE PROCESS

It is a globally accepted strategy for promoting gender equality.

It is NOT an end, but a means.

It ensures that gender perspectives are central to all activities.

GENDER MAINSTREAMING STRATEGY

CHANGE MANAGEMENT

Gender/Ethnicity Boundaries

Role

Task

Intersection of System Dynamics on Change Management – HANDOUT 6

Conscious Unconscious

© ECG 2003

CHANGE MANAGEMENT

Model Insights:

Gender is constructed in intergroup reality that is inherently conflicting.

There is a complexity from having to choose between the old and the new.

Gender inequality manifests on both conscious and unconscious levels.

CHANGE MANAGEMENT

The Elements:

Boundaries – time, task, territory, role, responsibility, resources and structure.

Role – manner in which leadership, followership and delegation are organized around a task.

Task – the work of the individual or group.

Gender/Ethnicity – informal roles which also affect authorization into formal roles.