Different Change Models

Change is vital in any organizations bid to achieve its objectives. It is therefore important for any organization to manage the transmit process carefully. Different change theoretical accounts such as Lewins, Mckinseys 7- s and Kotters eight step change exemplars can be used to hard-hittingly handle the change resulting from the purchase of EEST by Quest Culture. Lewins model. A basic notion about this model is that change is a journey rather than a simple step. Kurt Lewin identified three stages of change unfreezing, passing and refreezing.Unfreezing. According to this model, people in the face of a change get out feel uncomfortable and and so various significant efforts will be necessary to get them moving (Janis I. L & Mann, 1977)). This entails the use of push principle and lure methods to keep them going. Transition. For change to occur, time is required. Various levels of misunderstandings may also be witnessed during this stage. Training, counseling and any other ps ychological support will be necessary. Refreezing.This is the terminal stage according to the model which involves putting the change process into action. In nigh organizations, this stage can have positive or negative impacts. imperious in that it makes the next stage of unfreezing easier and negative in that it ability reduce the employees efficiency and effectiveness as a result of the change process Lewins model is very helpful in explaining human behavior. Every form of learning starts with a state of discomfort or frustration.Motivation and change mechanisms are thus necessary. Combination and elimination of excess positions as a result of the acquisition might result to discomfort hence Lewins model would be most effective in such situations. The advantages of this model include Innovation. Solutions to problems or new ways to achieve the organizational objectives are established. Provides ways for evaluating progress towards the change hence making the change process ea sy. It helps in allowing the change process to be easily understood.It is done in steps which prove it to be an efficient model still applicable today. The main disadvantage of Lewins model is that it is timely for any change to take place. The other disadvantage is that during the refreezing stage, the employees might be discerning of another change resulting to a change shock which might result in their inefficiency or ineffectiveness in discharging their duties. Mckinsey 7-s model This was developed by tom turkey Peters and Robert Waterman while working for Mckinsey & Co.and in 1978 by Richard Pascate and Anthony Athos (Janis I. L & Mann, 1977). The model considers a caller-out as a whole by taking into regard seven different factors strategy, staff, skills, systems, styles (organizational culture and management styles), structure and shared values such as mission and vision statement. This model would be most effective in situations where change is to be effected in the whole organization as foreign to a single department, product or process.The advantages of this model include It provides a better way to study and understand an organization it is a guide to organizational change as it combines both coherent and emotional split and since all the parts are interrelated, they must be attended to and addressed. The major disadvantage of this model is that since all parts are interrelated, a change in one causes the whole system to change. The other disadvantage is that the model ignores differences. Kotters eight step change model.Kotter identified eight steps for a in(predicate) change (Chapman, A. 2006). These include Problem definition. This refers to what is causing the change. Identification of a change agent. The agent must have clear knowledge of the situation and experience of the change process. Constructing the vision. This is where the organization wants to be after the change process. Communication. For change to occur, communication (both u pwards and downwards is necessary). Empowerment. Everybody involved in the change process needs to be empowered.Creation of small term goals. Rewards are very important at this step. Persistence. This is necessary even after meeting the short term goals. Implementation. This is by putting the change into the companys culture and practices. Kotters eight step model can be most effective in various diverse situations as opposed to the other models. Organizations despite their size, public or private status can use the model. However the model may lack or override nuances or realties that could be specific to a certain type of organization.The principles may also apply equally to all organizations but how the principles will be implemented might be different from one situation to another. Advantages of this model include Step by step model. Just like Lewins model, Kotters model is a step by step model easy to follow and understand. Enhances change in that instead on concentrating on t he change alone, other factors such as acceptance and preparedness for change are also well thought-out.The major disadvantage of this model is that since each step is necessary, one step cannot be skipped other the whole system will fail. The other disadvantage is that the model is time consuming since the steps involved are numerous. In my view the best model for the acquisition of EEST by Quest corporation is the Kotters eight step model as it prepares the employees fully before even the mission is created hence enhancing the transition process.