Concord Bookshop Paper

820 words - 4 pages

Concord Bookshop
December 10, 2012
David Harrell

Concord Bookshop
Concord bookshop was an organization that had challenges. This paper entails the description of the Concord bookshop and its organization. Organizational change process is explained along with Lewin’s Change Model phase; unfreezing, change, and refreezing. The phases of Lewin’s Change Model that Concord did not implement at the time of the change will be described also.
The Concord bookshop was an independent bookstore company that implemented a change during a time when the competition booksellers were chain bookstores and Internet books sales (Spector, 2010). The hire of a general manager caused ...view middle of the document...

Unfreezing is the first phase in which employee’s become displeased with the status quo (Spector, 2010). Concord did not prepare the employees or involve them in the necessary changes to help ease the status quo. Stated by Petrescu and Dinescu (2010), “The unfreezing phase represents the phase when change has been decided to be implemented within an organization, this being the time when strategies are drawn, people are nominated, when teams are formed and when in the end the entire planning has been established” (p. 136). Concord bookstore established needed changes, but failed to develop details to the employees why the changes of the current work ethic. The employees requested to meet with the board, but refused to listen to the employees. Concord management did not implement this phase because they refused to listen and have effective communication with the employees about the change.
Change, the next phase, incorporates new behaviors and eases the uncertainty believed by employees. Concord bookstore did not try to ease the uncertainty believed by the employees. Concord stated as quoted by Spector (2010), “We’re going to do it our way, and if you don’t like it, each of you will have to make up your mind as how to proceed” (p. 2). Concord did not take the time to talk to their employees, therefore led to resistance. The employees possibly would have accepted the change if Concord took time to explain the reasoning for the change and how it would benefit them.
Refreezing is the final phase in which group members institutionalize the new patterns of behavior...

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