CHANGE MANAGEMENT MODEL

Change Management Model

Change Management Model

Change Models

A change model is a simple representation of major steps grouped into categories that relate to a process of change from its initial stage to the stage of disengagement. Organizational change is the formation of a new organizational structure adequate to the nature of changes in the external environment. Organizational changes are accompanied by scrapping conventional and shared staff values, norms and patterns of action, as well as traditional methods of decision-making, which become an obstacle in adapting the organization to the pace and direction of market changes (Allaire, 1984, pp.193-226).

Compare and Contrast the Various Steps of Three of These Models

The models that have been chosen to compare with each other are as follows:

Kirkpatrick's Step- by- Step Change Model

Kirkpatrick's step by step model considers remodeling an organization to improve the effectiveness through Determining the need or desire for change, Prepare tentative plans, Analyze probable reactions, Make a final decision, Establish a timetable, Communicate the change, Implement the change to achieve organizational change and sustained performance (Almaraz, 1994, pp. 6-14). This model can be used for environmental scanning. Business strategy can be determined first, and then define the skills that are necessary to achieve the strategy. Organizations can be evaluated, leadership can be improved, and organizational effectiveness in various fields can be introduced, such as developing new innovative products, marketing strategy, identifying the roles of stakeholders, knowledge and skill gaps, and evaluating existing structures to improve organizational effectiveness. Traditional approaches to organizational framework typically involve three factors: strategy, organizational structure, and systems. Strategy leads to structure, with complex systems leading to performance (Guillen, 1994, pp.58).

Taffinder's Transformation Trajectory Change Model

Traffinder's Transformation trajectory change model allows leaders to Awaken, Traffinder's says the balance is given by the interaction of two forces of equal magnitude that operate in diametrically opposite directions and when one of them is made greater then there is an imbalance. The individual seeks information that demonstrates that the change, the new route selected is feasible and desirable (Durant, 1999, pp.48).

Light's RAND's six step Change model

Light's RAND's six step model describes change model in 6 steps which are creating a sense of urgency, Create a sense of urgency, Remove the barriers to success, Recruit the champions, Build internal momentum, Prove that change works, Keep experimenting (Warren, 1969, pp.36).

Create a sense of urgency

To bring a change, a sense of urgency should be developed. This sense helps to create a need for change and brings motivation. An open dialogue be made and conveyed the recent happenings in the market and with the competitors, potential threats should be identified. Scenarios about the future should be developed to help. Opportunities should be examined and exploited. Customer support should be requested and their argument be bolstered (Rogers, 1983, pp.7-8).

Remove the barriers to success

The removal of barriers can authorize the group. Recognize or take new people who are leaders of change and whose principal functions are to make the alteration. Look at the managerial formation, positions, and reward systems to ...