Change Management Model Case Study

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Lewin’s Change Management Model has been around for a long time. According to Middaugh and Grissom (2012) Lewin’s change management model’s development started in the 1940’s and considered one of the best models for organizational change. The use of a change model is to understand change and what in the organization is in need of change. One of the reason’s this model is still used is because of the simplicity of it.
The three primary characteristics of this change model according to Lawler and Sillitoe (2010) is unfreezing the current processes, instituting a change of those processes, and stopping the attitudes that come with change.
As an organization that rotates leadership and personnel every three to four years, I do see this
Career planner is an actual job, but we did not have enough to rate one so it was a secondary job. The leadership would just pick someone and have them OJT. This is not a good way to do business with this type of position. The contracts, bonuses, transfer of benefits and career progression duty stations were being messed up. The entire three years I was there I was fighting a reenlistment package where the person did not get his reenlistment bonus ($30.000). The current leadership did not want to change it. I waited until the new senior enlisted advisor joined the command and I gave him my point of view and how it affected the command, personnel, and future reenlistments. The current process did not have the level of responsibility that is
The changing effect, according to Middaugh and Grissom (2012) is knowing that it is going to disrupt the current culture of the organization. This is because the change must be delivered to show that it is better than what is currently being used. The leadership has to show the employees that the change is to better the processes of the organization. The employees have to be taken out of the comfort zone for the change to be successful and the organization has to deliver the new processes in a way that it will benefit everyone. The model breaks it down from the old process, new process, and assisting employees to

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