Change is a complex process. Change takes ace through a sequential process of steps or

phases. Social scientists have suggested a number of models about change. Regardless of

the model of change and dynamics that seems appropriate in each situation, the task of the

sponsor or manager of change is to stimulate, reinforce and promote those social forces and

activities which seem to promise successful movement in the direction of proposed change,

and to discourage those which do not. To do this with some knowledge and skills about

conditions of facilitating change in organisations, including the domino effect, to avoid pitfalls

of organisation change is focusing upon one of change factor and not to gauge its impact

upon other factors, as they are related. Those involved in planned change, also need the

knowledge and understanding of the dynamics of planned change. Mechanical or procedural

changes may make possible qualitative change but they do not constitute it nor do they

necessarily assure that it will take place.

Source: Adapted from Phera and Agolla, Organisation change development, BOU.

a$.$ State the last three steps under the initiation phase of the sequential processes of change.

$(3$ marks$)$

b$.$ Draw a simple labelled diagram to illustrate a three step sequential model you would apply in

a planned change process. $(4$ marks$)$

c$.$ Explain six competencies required to successfully manage the complex process of change in

an organisation. $(6$ marks$)$

d$.$ Critically examine any four characteristics qualitative change. $(12$