Action Research on using Lewin’s change model to the construction of Leadership Behavior Training Programs

• Main Authors: Fang-Yu Lin, 林芳妤
• Other Authors: Ying-Chuan Zheng
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/65745625478749872618

碩士 === 銘傳大學 === 諮商與工商心理學系碩士班 === 102 === The managers’ decision is the core of planning and developing the strategies in an organization, and it will be crucial for sustaining an organization that whether the managers can do self-improvement when facing the fickle nature of competitions. Respect to adult learning, if the managers do not realize of their own inadequacies, there will be the handicap for them while learning new knowledge. Thus, to creating the motivation of learning is the key point to let the managers’ learning become effective. In this work, we adopted Unfreezing and changing in Lewin’s Change Model (Lewin,1951) with Action Research to investigate the Flexible Leader Behavior Training Programs and tried to understand if there’s the better consequence after the managers were trained with the programs combining the factors of Unfreezing. Here we took The Leader Behavior Description Questionnaire (LBDQ) developed by the Personnel Research Board of Ohio State University as the foundation of classifying the orientations of leadership styles, and as the quantitative evidence of the changes of leader behavior. We further applied interviews and observations to understand the problems on managing in the company and took it as the qualitative evidence. As the results of LBDQ, the improvement of their leadership styles approximated to significant positively in the ratings of subordinates, although the managers didn’t become aware of the changes of their leadership styles. It may be caused by the adding of Unfreezing phase that increasing the program members’ needs of different leadership styles and causing the effect of training exhibiting without their awareness, even though the time needed for internalizing the contains of training should be more longer originally. And as the results of interviews and observations, the programs with competition activities will make the effect of Unfreezing become more obviously with the program members whom is Consideration-oriented, because they were impacted by the failure in leading their team to compete the tasks in the activities. On the other hand, the programs with situational activities will let the effect of Unfreezing become more obviously with the members whom is Initiating structure-oriented, because they were aware of their many inadequacies with such stress during the activities. Moreover, members impacted by Unfreezing programs were more positive on questioning in feedback, and they also exhibited stronger motivation to learn.