Models of Change and their Applicability



Models of Change and their Applicability

Chain Management Process

Habits are a basic part of human behavior and are often a hurdle while undergoing a change. As humans, we don't welcome change the way we have to welcome it; rather, we view as a negative thing that has created instability and insecurity in our very own lives. So, before going to understand the change model, an understanding of change management process is essential. For a change to occur, a human has to conquer the following mental phases in order to achieve the understanding of it.

The first step is of denial as everyone fights against the change in the organization for retaining the status quo. Second step comprises of frustration and anger which are quite common when human aren't able to avoid the change and is usually because of lack of understanding as well as, awareness. The next step includes the bargaining and negotiation step having the feeling of “save you can”. The fourth stage is of depression and anxiety in which the personnel of organization become to realize that not a single old way is integrated into the new one. In the fifth phase, the mind tries to accept what has been implemented and try to adjust accordingly. In the sixth part, workforce tries to experiment it and start to find new ways and overcome old barriers. The seventh stage carries a sense of delight and discovery that the newly implemented change was good enough to work for. In the final stage, the workforce tries to integrate the changes and seek new ways to implement them (Thomas B., et.al, 2006).

A total of three models were found most suitable for most of the industries. They include; Lewin's Change Management mode, McKinsey 7-S Framework and Kotter's 8-step change model. In order to have an insight of these models, following is some description to have a clear understanding of various types.

Kotter's 8-Step Change Model

John Kotter presented a model in 1990s which was based on three basic tasks that any change leader must focus on to prosper, adjust multiple timelines, creating a vision and most importantly building a powerful coalition. The step of the model includes; establishing the sense of urgency, forming a powerful coalition, making a vision, communicating the formed vision, empower others to act as per vision, devise a plan for and create short-term winning opportunities, consolidating improvements and seeking further changes and institutionalize new ideas and approaches.

However, the Kotter's model warns change leaders to avoid building momentum to carry forward any change and requires enough time to accomplish it (Biech, E. 2007; Jocobs M., 2012).

Lewin's Change Management Model

Kurt Lewin proposed this model in the late 1940s. He divided the stage in three basic stages which include unfreezing, transition or change and freezing. The term “Unfreezing refers to the stage in which the organization readily adopts to have understanding and commitment towards the change as well as the establishment of ...