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ITU GENDER TRAINING RESOURCES
STRATEGIC CHANGE MANAGEMENT
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BACKGROUND ITU GENDER TRAINING RESOURCES
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.
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CHANGE PROCESS - HANDOUT 3 Adapted from Kurt Lewin’s Model
ITU GENDER TRAINING RESOURCES CHANGE PROCESS Unfreeze Stability Refreeze Unfreezing/Change CHANGE PROCESS - HANDOUT 3 Adapted from Kurt Lewin’s Model Chaos Unpredictability No control Confusing Loss-Attachment Desired Situation Undesired Situation
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CHANGE PROCESS ITU GENDER TRAINING RESOURCES 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.
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CHANGE PROCESS ITU GENDER TRAINING RESOURCES THE MODEL
First stage represents the status quo which is unfreeze. Second stage attempts to install the change. Third stage is refreezing desired change.
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ITU GENDER TRAINING RESOURCES
GENDER MAINSTREAMING STRATEGY 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.
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Intersection of System Dynamics on Change Management – HANDOUT 6
ITU GENDER TRAINING RESOURCES CHANGE MANAGEMENT Gender/ Ethnicity Boundaries Role Task Intersection of System Dynamics on Change Management – HANDOUT 6 Conscious Unconscious © ECG 2003
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CHANGE MANAGEMENT ITU GENDER TRAINING RESOURCES 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.
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CHANGE MANAGEMENT ITU GENDER TRAINING RESOURCES 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.
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