Theories and models of change management

Theories and simulates of spay focusingNothing in this world is at the asseverate of constant static. E rattling(prenominal)thing is ever- changing. Likewise, organisations argon overly changing all the time. If we look few decades back things have transmitd a split up. agitate neither disappears nor dissipates. It is a touch on which is inevitable. What is definitive is how we manage the diversify to micturate the best out of it. Change is the major driving army for a community to be innovative and experiment with in the altogether watchfulness styles and tools. Changes burn down bring fortune in the club with make betterd profit margins and convenient employees provided that the alterations are handled properly with allow for management strategies, however, if the organisations fails to come across the appropriate and effective management strategies then it clear affect the company poorly and at worst even collapsing or bankruptcy. So, the modifys that an organisation face has to be planned, organised, directed, controlled and channelled effectively. This requires a heartfelt leadership quality in the leader whoever that tycoon be. Leaders slew be CEO, Mangers, Chairperson or Board of Directors depending on the organisation.thither are many management thinkers at different times who have proposed many different theories and personate regarding the nature of agitate management and how to manage the changes effectively for better of the organisations. The next section of this essay exit look at the different management thinkers and their management theories and frameworks and their relevance with the changing business environment and how it is crucial for an organisation to undergo changes for its succeedity and progress. star of the first and just nigh popular theories of change management was given by Kurt Lewin (1890-1947). Lewins poser is kinda elemental however other change management theories are based on this fr amework. Lewins gravel of change is divided into deuce-ace layers of unfreeze, change and freeze referring 3 stages of changesThe first dance shout in the change in the behaviour is to unfreeze the existing situation which is withal called quo present which is the equilibrium state. Un halt of the quo state is very crucial to break the resistance from the change. It can be done with either increasing driving forces away from the quo state or decrease the restraining forces that negatively affects the movement away from the equilibrium or use the both method .(Stephen, 2003)The second step which is the change stage is the movement where all the changes happen. This movement can be facilitated with by persuading the employees to control on the changes, telling them the benefits of the changes and reservation them sure that everybody has to work to hailher to get the best out of the changes and show them refreshful perspectives.(Stephen, 2003)The third step is the freezing s tage which is the step after the change has been imposeed. This stage of the change is infallible for the changes to stick over time. Sustain world power is very important when new changes have been made. The new changes have to be properly institutionalised and formally accepted by all. The actual integration of the new changes takes place in this unfreeze stage. (Stephen, 2003) tally to Lewin (1951) driving forces facilitate change because they push employees in the commitd rush. Restraining forces seal off change because they push employees in the opposite direction. Therefore, these forces must be examine and Lewins three-step stupefy can help shift the balance in the direction of the planned change. Changes are very crucial since changes makes new and improved heads to follow through into action possible. (Kanter, R. et al. 1992)After Lewins model many other writers upgraded his theory making it a lot effective however the fundamental aspects were still there. One of the most popular model of change management is Kotters octad step model (Kotter, 1995). According to Kotter, successful implementation of change depends on the eight move as proposed by him. Skipping any one of the eight steps tycoon create illusion of speeding of the process but it does not improve the effectiveness of change.(Singh,1963)His eight steps include the keep uping steps wee a sense of urgency This step includes analysing the market and examining the possible risks and opportunities along with the competition in the market. (Kotter,1996)Establishing the causeful group to guide the change This step is to create a group which is capable to handle the changes and has enough power to lead the effort. The group should be encouraged to work as a team. (Kotter,1996)Develop a mint This stage includes creating a proper vision of change in the organisation. unconnected from this the change should be highly center and should be in quite a simple form so that everyone und erstands and accepts. (Kotter,1996) authorize the vision The vision that has been proposed has to be delivered or explained to everyone. A good converse of the vision is very important. (Kotter,1996)Empower staff The next step is empowering the staffs. This step includes removing hurdles in the change and encouraging new and unconventional ideas and ship canal of doing things. (Kotter,1996)Ensure there are short terms win It is very important to keep the staffs triggerd. Short term wins help the staffs to remain motivated. This also helps the support needed for the change. (Kotter,1996)Consolidate gains Organisation should check the policies that inhibit or restrain the changes and if there are any, they should be changed. The policies that catalyse the changes should be brought in to action to speed up the change and efficiency. (Kotter,1996)Institutionalise the change in the culture of the organisation the changes that have been made should be institutionalised or embedded in the organisation as a culture and should be linked with the performance and leadership. (Kotter,1996)The first four steps of Kotters eight model act as a defroster a hardened equilibrium.Stages vanadium to seven is the introduction of many new changes. It resembles with the change phase in the Lewins model. The last phase grounds the changes that have been made into the business or organisation culture. The success and improvement of the organisation depends on the proper follow of the sequence. ( Kotter,1996)The next change management model is the ADKAR model proposed by Jeffery M Hait (2006). ADKAR is basically a framework to understand change in the undivided level which was later used in the field of business and management. It comprises of quintuple elements which are Awareness (of the need of change), Desire ( to support and participate in the change), experience( of how to change), Ability( to implement required skills and behaviours) and Reinforcement( to sustain the cha nge). (Hait,2006)Awareness represents the understanding of the need of the change along with the nature and the affects of not going through the change. (Haitt,2006)Desire represents the thirst to participate in the change. Even though desire is much more than than about the personal choice, it can be created with the intrinsic environment. There are many parts that create desire in the individual about the changes. (Haitt,2006)Knowledge is the basically the trainings and information access about how to change. Knowledge is very important as it is very unavoidable to have trainings and information access to implement the change. (Haitt,2006)Ability shows the actual implementation of the change at the required pace. It also represents the conversion for knowledge into action. How well the changes have been executed depends on the ability of the group or an individual. (Haitt,2006)Reinforcement represents the sustainability of the change. Sustainability depends on both the intrin sic and inessential factors. External factors include recognition, rewards and celebrations that are tied to the veritableisation of the change. The internal factor is the sense of achievement among the individuals regarding the change.(Haitt,2006)The ADKAR model is in very much resultant manner. It clearly represents how an individual experiences change. Desire cannot come before awareness because desires are only triggered when we are aware, similarly knowledge cannot come before desire as we do not seek for the knowledge before we have desire for it and similarly ability and reinforcement. (Haitt,2006)Having discussed the models of change management it is very important to know that these models were not created just for the sake of creating. Their implications have been highly advantageous in the real context. It is very important to realise that the importance of the change in the corporate society. Technological innovations and globalisation has made this world a much smal ler place. Changing according to the changing world is necessary otherwise you just lag rotter and can become very hard to get along all over again.To survive and prosper organisations must adopt strategies that realistically reflect their ability to manage ternary future scenarios. ( Paton, McCalman,2000) Business and managers are now faced with ever more complex and high dynamic operating environments than before.If we take a real life mannequin then we can see that the car companies instantly not only manufacture cars these days but they do much more than just do the manufacturing. They are involved in how to fail them more widely and how to get more market share and manufacturing more diverse range of cars.Another real life example is the example of BRITISH AIRWAYS. Back in 1981 BRITISH AIRWAYS appointed a new chairperson. When he was appointed the company was very inefficient and wasnt properly utilising the resources. He then made a lot of changes in the company and restr uctured the building block company. For this he first analysed and realised that the company needed a lot of changes to gain more profit margins and he did so through change management methodology. Then he analysed the areas for the change. The company then systematically rock-bottom the staffs. However, before doing this, through his change management leadership, he let the company know about the need for change to prepare them for the upcoming changes and the benefits behind it. He was able to let the company know about the changes about to happen which shows a good communication and was able to direct the company to prosperity and success.Change as we already said is inevitable and no one can escape the change. The fear of adjusting into new changes and risks that brings along with it is the sympathy that restrains the change. Having said that change is one of the most important parts of the growth. There can never be development and growth without change. Thats why different writers and management thinkers have published different theories and model to analyse the weapon of change so as to better understand the change. These theories work as a testimony to the fact that the change is a real phenomenon and can be analyzed through different steps and methods.As I have discussed three models of change management in this essay, each model follows the same basic fundamental framework of the mechanism of change. However, each model has a different way of looking at the things.Lewins model is rather simple which sees change into 3 stages resembling it to the stages before the change, during the change and after the change. Lewins model is more of a generalised model. So, Lewins model of change exhibits the forces that either attach or restrain the changes. To sum up, when the combined strength of one force is greater than the combined strength of the restraining forces, then the change is more presumable to happen. (Stephen, 2003) It also says what the fact ors are that we have to consider during the process of change.Kotters eight model theory sees the change phenomenon into eight different stages. Kotter has defined the change process into many different stages which gives us a more clear idea of how change happens and how a company succeed through change. Kotters model describes how market analysis creates the need of changes and how the changes have to be well communicated to the member of staffs to motivate them for the change.The next theory ADKAR sees change more from individualistic point rather than the change itself. ADKAR says that the staffs have to be aware about the need of change which creates desire for the change. Knowledge increases the ability to cope with the changes and reinforcement stabilises the changes. ADKAR basically covering fire all the major aspects of change.These three models of changes have a very good implication in the real world. Lewins model being rather simple might not be appropriate for the curr ent change in the business world however the fundamental aspect of change is there. Kotters eight model and ADKAR are quite similar. Kotters model focus more on the change itself however ADKAR focuses on the individual level. I feel that Kotters model covers almost all the aspects of the change. It not only tells about the need of change but also how the changes have to be implemented. It talks about the communication and encouraging each other to work as a team. Apart from this it also says about empowering staffs which is very important and also the motivating factors analogous short term win makes this model much more relevant for all kinds of institutions and more reliable.With the end of my literature review I would corresponding to research further on the topic Importance of change for a prosperous future.