Three Models of Change: An Outline

626 Words2 Pages

Three Models of Change

According to the Greek philosopher Heraclitus, “change is the only constant. “ Whether an organization is large or small, the common thread is intimidation, or having an uneasy feeling about the challenge(s) that change can bring. Below are three models of change:

Kotter Model

John Kotter introduced the Kotter model of change in 1995 in his book “Leading Change” with an eight -step program building on each step and awareness of potential roadblocks that could hurt the process

1. Create Urgency

a. Develop an urgency for the need change(s).

b. Open dialogue about what is happening.

2. Form an Alliance

a. Convince individuals of needed change.

b. Work as a team building the urgency for the needed change(s).

3. Create the Vision

a. Develop an urgency for the need change(s).

b. Open dialogue about what is happening.

c. Work with change teams.

4. Communicate the Vision

a. Communicate to the organization frequently and with focused passion.

5. Empower Others

a. The team and staff are motivated and change is accepted.

b. Remove of obstacles.

6. Creation of Short Term Wins

a. The organization needs to see some early success toward the change to motivate staff.

b. If no short-term win critics and negative thinking will appear.

7. Build on Change

a. Continue the development for the change(s).

b. Use patience and persistence.

8. Making the Change Stick

a. Continue the efforts, and seen in all aspects of the organization.

b. Promote and recognize supporters.

c. Integrate values in the organizations culture.

d. Hire new staff.

Lewins Change Model

Kurt Lewin, explained his organizational change model back 1947, Lewin using the analogy of changing a block of ice. To change the...

... middle of paper ...

...he total system united as a whole system.

Nadler’s model is comprised of four systems dependent on each other, the work, people, formal organization, and the informal organization, for effective management the change focuses on all four of the systems, however, this system problem focused, and not solution focused, and devoid of references to guiding visions and the need for setting, and achieving goals.

Change is never predictable, and does not follow specific steps in the models of change management. One needs to explore all models of change management, and find pieces useful to the organization allowing flexibility and not rigidly following a change model. The levels chosen are motivated by the approach to change, and the implementation of change will depend on the model used; however, basic steps are essential to both organizational and personal change.

Show More
Related

  • Leading Change by John P. Kotter

    1038 Words  | 3 Pages

    Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.

    Read More

  • Three Stages Of Kurt Lewin's Theory Of Change

    447 Words  | 1 Pages

    The theory I would like to discuss this week is Lewin’s Theory of Change. This theory supports my PICO change clinical question and project in two ways. Change will have to take place in the parents when it comes to the way they nourish their children and change will have to take place in the organization that I will implement my project.

    Read More

  • Managing Transformational At National Computer Operations

    1096 Words  | 3 Pages

    Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ

    Read More

  • The 7 Levels Of Change

    1082 Words  | 3 Pages

    The 7 Levels of Change provides a different way of thinking to enhance behaviors and processes. The author demonstrates throughout the book a seven process of change that builds upon the next. He believes that by thinking differently, being creative and stepping out of the norm is the catalyst to solutions and results beyond one’s expectations. Although the author uses the analogy of a new work environment to expound on the level of changes, the fundamentals can be used in both your personal and professional life.

    Read More

  • Sigitek Case

    1306 Words  | 3 Pages

    Resistance to change appears to be a common phenomenon, it can take many forms and it may be difficult to identify the exact reason for the opposition. Although organizations have to adapt to their environment, they may set up defenses against changes and they prefer to concentrate on the routine things they perform well.

    Read More

  • Coping with Change; Change Management Models and Philosophies

    994 Words  | 2 Pages

    Kanter, R.M., Stein, B.A. and Jick, T.D. (1992) The Challenge of Organizational Change (New York: The FreePress).

    Read More

  • Compare And Differences And Kotter's Change Management Model

    932 Words  | 2 Pages

    John Kotter studied success and change. During this process, he learned that change has to go through several phases. According to Clawson (2012) “Kotter’s research outlined eight reasons that corporate change fails and eight corresponding ways of managing them. Kotter’s counsel was that change leaders should (1) establish a sense of urgency, (2) create a guiding, powerful coalition, (3)

    Read More

  • Change at Glenrothes Colliery: An Evaluation of John Kotter's 8-Step Model

    1692 Words  | 4 Pages

    Kotter’s 8-step model of transforming your organization is a linear top-down approach for managing change. The model is considered simple and intuitive by design (Venkatramani, V. et al, 2008), and is presented in a guide-like process. The model shares common features with other Change Models such as getting people attention, planning and implementing change, evaluation and institutionalization of change (Cepturenau, 2009). The case of the Glenrothes Colliery is considered to evaluate John Kotter’s model.

    Read More

  • Analysis Of British Airways

    1601 Words  | 4 Pages

    One of the change models of Organizational Development was created by Kurt Lewin. It includes three phases: unfreeze, move or change, and refreeze (Lewin, 1951, 1958). Lewin’s model recognizes the impormance of changing the people in organization and the role of top management involvement to overcome the resistance of change.

    Read More

  • “Leading Change: Why Transformation Efforts Fail”

    860 Words  | 2 Pages

    Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

    Read More

  • Kurt Lewin's Theory Related To Change And Patterns Of Manage Change

    259 Words  | 1 Pages

    Many healthcare organizations apply Kurt Lewin's theory related to change and patterns of resistance to change. There are 3 steps to understand human behavior by Kurt Lewin's theory. First, Unfreezing Stage and then moving state, the last one is Refreezing Stage.

    Read More

  • Kurt Lewin's 3-Step Change Model

    1180 Words  | 3 Pages

    Lewin’s 3-step change model Today many healthcare organizations apply Kurt Lewin’s theory to understand human behavior with respect to its resistance to change and patterns of resistance to change. According to (Bozak, 2003), the model analyses the human behavior using three distinct phases, that is, unfreezing, moving, and freezing. The primary goal of this model is to identify factors that can obstruct changes from happening in a system; this forces that obstruct change is also known as static, or restraining forces while forces that drive or encourage change are called driving forces. Therefore, it is imperative for the healthcare organization to understand what these behaviors oppose or drive change, then work to strengthen the positive

    Read More

  • Changes of Police Culture

    1395 Words  | 3 Pages

    Kotter, J. P. (2007). ‘Leading change: Why transformation efforts fail’. Harvard Business Review, January: 96-103.

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used

    Read More

  • General Model of Planned Change

    1857 Words  | 4 Pages

    The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).

    Read More

More about Three Models of Change: An Outline

Open Document