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Change Management Models

Everything in the world is subjected to changes and so is the factors of an organization. It can be one of the prime factors that cause threats to the organization. The concept of Change Management is popular in business nowadays, but how change is managed depends hugely upon the type of business, people and customers involved in it and the main thing is that how deep people understand the degree of change. Change management may require a lot of forecasting work to be done (Mildred G. P., Sonia T., John H., Donna A., Lisa S., 2007). While there are many change management models available, companies generally have one of the three following models implemented.

  • Lewin’s Change Management Model
  • McKinsey 7-S model
  • Kotter’s 8 Step Change Model

Lewin’s Change Management model can be explained best with an ice cube. Let us consider that we have a cubical ice cube. But we are in need of an ice cube in the shape of a cone. The way in which we can make this transition is by unfreezing it then collecting the water in a cubical tray and finally freezing it again. People generally try to resist the change instead of allowing it from happening, despite of the fact that the change may also bring good. Similar to the ice cube problem, the first step to manage change is to make the people to stop their normal work and the change must be conveyed to the people in the form of high motivation and leadership. The next step is the transition phase where people understand the change and find new ways to solve things. The transition phase goes on for days until people get adopted to the uncertainty. The company should not assume that everyone will accept the change and be in line to work towards the objectives. Instead the company must support the people and motivate in overcoming the change. The final phase is similar to refreeze. This is the phase where people implement the new ways that they have learnt to overcome the change. People may get new job descriptions and different positions in the organization charts as a result of change. Stability is obtained in the workforce implying that the refreeze is complete. Refreeze is necessary for proper functioning of the organization and keeping them ready for the next change (Marty J. 2012).

The Kotter’s 8 Step Change Model mainly deals with implementing change powerfully and successfully. Kotter laid down 8 steps in order to make the people more adapted to the change and making them work successfully ultimately leading to upliftment of the organization. The following steps have to be followed to make an effective implementation. (Marty J. 2012).

  1. Increase the urgency for change.
  2. Build a team dedicated to change.
  3. Create the vision for change.
  4. Communicate the need for change.
  5. Empower staff with the ability to change.
  6. Create short term goals.
  7. Stay persistent.
  8. Make the change permanent.

Though this model gives a step by step information for change management and easier implementation procedures are seen, it consumes a lot of time and steps should not be skipped for effective implementation.

Accenture is one of the biggest Information technology services company in the world. The employees were trained to program in java for the projects. A set of people working on the java platform were asked to work on a three year project involving them to work on ASP Dotnet. Accenture practiced the Lewin’s change management model on its employees. People of the team were motivated on the high salaries and the easiness of work in the new platform. This ultimately made a mark on the instincts of the people that they will be able to survive. This is the unfreeze phase where people came to know about the change. Employees of the team were give training for the next few months in order to make them work on that platform with ease. This can be taken as the transition phase. Then people were assigned projects and in a few weeks people became comfortable on the new platform. This can be referred to the last Refreeze phase of the management model.

References

Mildred G. P., Sonia T., John H., Donna A., Lisa S. (2007). Challenges Facing Change

            Management Theories and Research. Delhi Business Review X Vol. 9, No. 1.

Resource: www.delhibusinessreview.org/V_9n1/v9n1a.pdf

Marty J.(2012). Models of Organizational Change: A Quick Primer. Resource:

systemsinsync.com/wp-content/…/Organizational-Change-Models.pdf

Kristi M. B.(2002). Change Management. Resource:

 www.au.af.mil/au/awc/awcgate/doe/benchmark/ch04.pdf

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