Question

Discuss any two Models of Change. Your discussion should address the following aspects:

a). introduction b). Types of Models c). Diagram Associated d). Explanation of each type

Answer 1

a) Introduction

Change management is a systematic & planned approach to manage, & making familiarized change in an organization. Everyone wants to work in a routine manner, the introduction of any change makes them uncomfortable. For managing change in an organization Change management model has been adopted so that employees working in an organization can easily incorporate with introduced change.

b) Types of Models

There are various types of Change management models such as:

1) Lewin's Change Management Model.

2) Kotter's change management theory.

3) ADKAR model.

4) Bridges' Transition Model, etc.

Discuss any two Models of Change:

I am going to discuss Lewin's Change Management Model & Bridges' Transition Model.

1) Lewin's Change Management Model:

Kurt Lewin developed a three step model of change, also called Force Field Model developed in 1947. He said that successful change happens by unfreezing the current circumstance, moving to an ideal condition, and afterward refreezing the framework so it stays in that ideal state. He introduced three stages to introduce and manage change:

1) Unfreezing.

2) Moving to a new level.

3) Refreezing.

1) Unfreezing: It is a preparatory step where warning about change or alteration has been introduced to the employees, also called ''Shaking-Up'' phase. Employees are motivated to move towards the new direction.

2) Moving To A New Level: In this phase, employees get familiar with the introduced change & start working in a changed environment. It is the most difficult phase because some employees get cold feet with the introduced change.

3) Refreezing: It is a locking stage where the introduced changes get permanently locked, preventing employees from getting back to an older work culture. It is a solidifying stage for change.

Fig: Kurt Lewin Change Management Model.

2) Bridges' Transition Model:

William Bridges developed the model which helps employees to get through changes by overcoming obstacles, and was published in 1991 in the book ''Managing Transitions.'' He explains the clear line between transition & change. Transition is a psychological process which occurs internally whereas change is a speedy process. This model helps the employee to get familiar with the change at their own pace.

Bridges transitional model for change has 3 stage:

1) Ending, Losing, and Letting Go.

2) The Neutral Zone.

3) The New Beginning.

1) Ending, Losing, and Letting Go: it is an emotional phase where employees get uncomfortable with the introduction change. He became possessive of his ‘comfort zone’ & has uncertainty, or fear for change. It is a saying goodbye phase to the pre-existing things when realignment happens.

2) The Neutral Zone: This is a confusing & puzzling phase where employees have a mixed feeling towards the change. Some employees easily adapt to the change, while some try to resist it. But anyhow employees have to adopt the change.

3) The New Beginning: During this phase, employees adapted the change, got familiar, and sped up with new processes. Employees get adjusted to new ways of doing things, they are high on energy, & get committed to work.

Fig: Bridges' Transition Model for Change.