Individual readiness for organizational change reflects the concept of unfreezing
proposed by Lewin (1947/1997b) and is critical to successful change implementation.
Understanding the conditions conducive to individual readiness for organizational
change, instead of the more traditional focus on resistance to change, can be useful for
designing and implementing effective human resource and organization development
(HROD) interventions. In this conceptual article, we examine the concept of individual
readiness for organizational change as well as its relationship to change strategies
and organizational culture. A review of literature on change strategies and
a learning culture suggests that individuals are more likely to have higher levels of
readiness for organizational change when (a) they experience normative-reeducative
change strategies and when (b) they perceive their work environment to have the
characteristics associated with a learning culture.