Question

List and explain all models of organisational change

Answer 1

It is important for every business to cope up with the environmental changes whether it is internal or external to survive in market.Without organisational change models, possibility of success of these new change practices would increase. There are many organisational change models but most of the companies implement one these models:

1. Lewin’s Change Management Model
2. McKinsey 7-S Model
3. Kotter’s theory

4.Nudge theory

5.ADKAR

Lewin’s Change Management Model

This model has been introduced by the psychologist Kurt Lewin. Lewin has noticed that most of people in organisation prefer working within some safety Zone and has identified three stages of organisational change:

1. Unfreezing stage - under this stage ,he has explained that Most people do not like to accept any change and put hard effort to resist any kind of change.So, organisation should motivate its employees to make them comfortable towards new change to resolve this behaviour of people.this process is called unfreezing.  

2. Transition stage - In this phase of change ,(when change has been initiated, it comes the transition stage) managers has to show strong leadership skills to assure their employees and make them committed towards the new change.

3. Refreeze stage - Under this phase, when everyone has accepted the new change in organisation and new changed practices has been applied successful and to maintain this stability of the company.Managers has to conduct refreezing practices as per the new guidelines.

McKinsey 7-S Model

The McKinsey 7-S model has been introduced by Waterman, Peters, Pascale, and Athoes .They have introduced 7 factors that act collectively to introduce the change in organisation.These 7 factors are: Shared values, Strategy,Structure,Systems,Style, Staff and Skills.

This 7-S Model is based on the four primary benefits such as:

1. It provides an effective and appropriate method to determine and understand the whole company.

2. It offers the guide for the help in introducing organisational change.

3. It collaborate rational and emotional factors.

4. It explains that importance of all the parts of organisations is equal and should be concentrate in a unified way.

Disadvantages of this Model :

- With the change in one part,It lead to change in all parts of organisation because of the interrelation between all the parts.

- It does not consider the differences.

- A very complex kind of model.

- many times results in failure of organisational change.

Kotter’s theory

This model has been introduced by Professor John Kotter, It has given an idea of campaigning about the change. It explained that Leaders has to convince and encourage their employees to buy the idea of change by proving the requirement of this change.

8 steps of this model are:

1. Prove that there is high urgency to make change.

2. develop a team that should be committed to change.

3. Develop a vision to introduce change.

4. Disseminate information for the requirement of change.

5. Align the staff's ability with the requirement of ability for the change.

6. Define short term objectives.

7. Be determined.

8. Make efforts for the permanent change.

Disadvantages of this model:

- can’t afford to skip any step.

- Very time consuming processes involved in it.

Nudge Theory- This theory has introduced an idea You should not explain your employees how and what to do to make change but, let them find their way and methods to make change. main idea behind this is about the presentations of these nudges.

The basic principles of this model are:

• Clearly explain the changes
• Determine employees’ prospective towards change
• Utilise the facts or evidences to select the best option
• Explain the change as an option
• feedback is must
• control the resistance
• motivate your employees with short-term successes.

• The ADKAR model

  This model has been introduced by Jeffery Hiat. This model focused on the employees who are behind this change. It has introduced five goals to achieve the change successfully.

  • Awareness (Employees should be aware of the requirement of change)
  • Desire (employees should have the desire to take part in change process.
  • Knowledge (employees should have the knowledge about the process to make change)
  • Ability (Employees should have ability to make change)
  • Reinforcement (Organisation should reinforce to freeze the change)