The document discusses several prominent models and theories of organizational development and change management. It describes Kurt Lewin's force field analysis model which involves three stages - unfreezing, moving, and refreezing. It also outlines Ronald Lippitt's seven stage model of change and Burke and Litwin's model distinguishing first order incremental change from second order transformational change. Finally, it introduces systems theory concepts like interrelated parts, exchange of information, and equifinality and discusses using force field analysis to drive behavior change.

1. Models and Theories

2. What is OD?
• Planned change
• Educative change
• Learning change
• Participative change
• Holistic change
• Systematic change

3. How will you bring change?

4. Force Field Analysis: Kurt Lewin
• Unfreezing
– Situation
– Structure
– Habits
• Moving
– Support
– Climate
– Action
• Refreezing
– Reinforcement
– Benefits

5. Seven-stage Model: Ronald Lippitt
• Developing a need for change
• Establishing a change relationship
• Diagnosing
• Alternatives routes and goals
• Actual change efforts
• Stabilizing change
• Termination

6. Burke and Litwin Model
• First order change (Transactional)
– Continuous, incremental, evolutionary, small
• Structure, practices, systems
• Second order change (Transformational)
– Radical, revolutionary, drastic
• Mission, strategy, leadership

7. Systems Theory
• A set of interrelated objects
• Elements in interaction
• Two or more interdependent parts
• Porous boundary
• Exchange of information and resources

8. Systems Features
• Elaborated
• Differentiated
• Specialized
• Complex
• Equifinality

9. Behavior Change/Modification
through Force Field Analysis
• Smoking
• Learning
• Interpersonal relationships
• Productivity
• Punctuality