If an organization intends to achieve this ideal organization, they need to restructure it self. One way of doing so is by using the “Whole Scale Change” method. The whole scale change method was developed by Tom Tolchinsky and Kathie Dannemiller. It aims to guide or help organizations to function better and to survive in a rapidly changing environment by encouraging the involvement of every member in the undertakings of the organization. By doing so, members are encouraged to be committed in what they do in the organization, thus resulting in better performance. The core concepts of this method are interaction among the members and the creation of a new culture that promotes the ideals in the organization; the new culture then becomes a guide to what the organization wants to become.
The primary purpose of the whole scale change method is for an organization to remain intact and stable as it faces the changing environment; so basically, it helps organizations survive. It also aligns the perspectives of the members to be able to have a common vision for the organization. And it also intends to create a new culture that leads or guides the members to their shared vision.
The whole scale change method is consisted by series of events that promotes an action learning approach. It teaches the members of the organization through experience. There are also 3 models under the whole scale change method; mainly, converge/diverge model, action learning model, and DVF formula. First, the converge/diverge model exhibits a connection of the members of the organization, as well as its functions. It incorporates together the various groups in the organization to be able to gain knowledge or to gather more information. The various realities of the members are also then combined to garner a better scope of knowledge. After doing so, the organization explores various possibilities and then implements a decision that would affect the whole organization.
Second, the action learning model assures the organization that it will be intact as it goes through every step in the whole scale change method. This model resembles a check list because it constantly re-assesses the results of every step to insure that the change will be that of expected from the method. It encourages members of the organization to freely share their opinions for the organization to achieve its goals. Last, the DVF formula is basically what an organization need to posses for change to occur; and these are dissatisfaction, vision-yearnings, and first steps or what people could do. This formula is simple mathematics that shows if one is missing, change would be impossible to be attained.
The participants of the whole scale change method ranges from 10 to 10,000 people who belong to the microcosms of the whole system. And the method lasts for almost 7 weeks: 2-4 days for the preparation, 2-3 days for the event itself, and 4-6 weeks of intervention through task team work. After conducting the whole scale change method, organizations are also required to conduct follow-ups which range from 1 month to a year.
The whole scale change method is suitable for organizations that intend to invite all the members of the organization in their undertakings. It is most importantly suitable for organizations that are embedded in rapidly changing environments. And it is not suitable for organizations that provide information that are not inline with their goals.
Using the whole scale change method does not always assure the success in times of change; for it to be successful organizations need to fully implement a convergent and divergent way of thinking. The top management must have faith in the opinions of the members of the organization. The organization must also make sure that information is freely flowing among the members; this also encourages the interaction among the members.
Once an organization achieves its success in change, the next step is to maintain it. Like in the process itself, the organization must remain intact for it to maintain its new status. It is also important that everyone remains involved in the organization. And most of all, the desire for change or development must remain in the every member of the organization.
Reference:
Whole Scale Change Presentation
http://dannemillertyson.com/library/WholeScale_change.pdf
http://www.change-management-toolbook.com/mod/book/view.php?id=74&chapterid=138
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