Beckhard & Harris Change Model

The change formula was originally created by David Gleicher where Richard Beckhard and Rubin Harris developed and published it in 1977. The original version of the formula is as follows:

Change Formula:  C= [ABD] > X

Where,

A = Level of dissatisfaction with the status quo (dissatisfied with present state)

B = Desirability of the prose change or end state (eager to achieve the end state)

C = Change

D = Practicality of the change (minimal risk and disruption)

X = ’Cost’ of changing (perceived cost)

Then it was refined by Kathie Danmiller where the change formula updated as follows:

Change Formula:  C= [DVF] > R

  

Where,

C = Change

D = Dissatisfaction

V = Vision

F = First Step

R = Resistance

This formula provides a better understanding on possibilities and conditions to change and development of an organization. It is essential that all three components of the formula are significantly adding value to overcome the resistance of change. If any of the attribute be zero or near zero will give a change output either zero or near zero which is not the required change.

This Beckhard & Harris Change Management model consists of five steps. These steps help organizations to increase their internal awareness, identify the need for change, analyze how their current state over the desired state and identify the gap to fulfil and complete action planning to reach the desired state. 

1.     Internal Organizational Analysis

This identifies the forces for an against the change and the current organizational situation which is to identify the pros and cons for change.  The organization should consider what the benefits of change are, and compare them over the cost of change.

2.     Why Change?

Determining the need for change, determining the degree of choice of whether to change and defining the vision and the amount of change needed and create a powerful change vision.

3.     Gap Analysis

Defining the current state of the organization over the desired state. The organization needs to compare their actual performance against their projected change performance.

4.     Action Planning

Assessing the present in terms of the future to determine the work to be done. In order to create an action plan for change, the organization must have a clear understanding of where they want to go, and create a plan for change.

5.     Managing the Transition

Implementing the plan through effective collaboration and role assignment or to manage the change is the final. This generally involves change agent to ensure that the change is moving in the desired direction.  Gap Analysis’ can be done throughout the desired change to ensure change is progressing and whether any changes needed to the action plan.

One limitation of the Beckhard and Harris change model is that it looks at change as a linear process. Anyway, it is important to understand the complexities of organizational dynamics.  Even some of the best planned change initiatives may fail, because even these cross-functional teams become disconnected from the internal and external stake holder perspective, under estimate the cultural aspects of organizational change.

As concluding, change isn't quick and not easy.  Both the management and employees must be ready to change and understanding the importance of change is essential. Re-aligning of organizational objectives and matching them with employee relationships, job roles are vital and a critical stage of change. Support and coordination as individuals, peers and subordinates, work groups, departments and inter departments is a strength to overcome the weaknesses and threats.  

Change management is a complex process that requires a high degree of collaboration and a true understanding of the complex environments in which organizations operate. Not only that it is a fundamental need to identify both the qualitative and quantitative requirements for a successful change policy.

References

Harper M, MGMT425_Organizational Change, Change Models, Beckhard & Harris Change Management Process, Available from: https://sites.google.com/site/mgmt425orgchange/3--change-models/beckhard-harris-change-management-process

Summary of the change formula by Beckhard, Value Based Management.net, Available from: http://www.valuebasedmanagement.net/methods_beckhard_change_model.html