The change Model in the Dubai Police change management

If the Dubai Police change management activities are analyzed critically, then it can be said that the Dubai Police have implemented the ADKAR change model for bringing the change in Dubai police. The ADKAR model stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. The following is the change process which the organization has performed for bringing change in the Dubai Police:

Awareness in the Dubai Police change management

The first phase of the change process is the awareness regarding which the organization needs to change. It can be seen that the first thing which the Dubai police did is to create awareness regarding why change should be implemented. As discussed earlier, the Dubai Government Excellence program has provided an opportunity to give responsibility for excellence and quality to all the employees who are working in different regulating units. For bringing the change in Dubai police the analytical study is conducted to identify the areas where the improvement can be made (Griffin, 2012).

Desire in the Dubai Police change management

The second phase of this change model is the desired stage. It means that the organization tries to develop desire for change in the stakeholders of the organization. The Dubai police want to create a culture of excellence in the employees so that each employee who works for the Dubai police knows the importance of excellence. The Dubai government excellence program is a good initiative for improving the quality and excellence, and the Dubai police want to create a desire in the employees that it is not the duty of excellence officer to ensure quality. All employees can also become responsible for quality & excellence (Palmer, Akin, & Dunford, 2017).

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Knowledge in the Dubai Police change management

Having knowledge is highly essential for bringing change in any organization or institution. Without knowledge, change cannot be implemented. The Dubai police have conducted analytical study and comparison with other government authorities before implementing the change. It can be said that an extensive amount of information was gathered which help the organization to bring change accordingly (Palmer, Akin, & Dunford, 2017).

Ability in the Dubai Police change management

After gathering the information which is necessary for bringing the change, the Dubai police created a change plan. The change plan has provided brief information to all the stakeholders of the Dubai police. The change plan has provided the information to influence individuals so that the individuals can know why the change is beneficial for the institution. The 146 employees were qualified for the office of quality assurance. Due to decrease in the number of employees the cost of Dubai police has decreased significantly as well. The operational cost before the change was 68,329,241.73 which decreased to 34,996,214.05.

Reinforcement in the Dubai Police change management

As the change was implemented in the Dubai police department the next big challenge is to sustain the change for longer period. The change will be sustained by conducting annual and quarterly reviews of the quality and assurance of police department. With annual and quarterly reviews of the performance, the change can be kept efficiently for longer period of time.

References in the Dubai Police change management

Griffin, R. W. (2012). Management. Cengage Learning.

Palmer, I., Akin, G., & Dunford, R. (2017). Managing Organizational Change: A Multiple Perspectives Approach. McGraw-Hill Higher Education.

*These are references