Assignment on the Change Management

Introduction of Change management

Change management is one if the term that is being used to refer out the change or even transitioning the number of people, different groups and even the projects that may get vary from one place to the other. This is the term when it gets applied to the number of different businesses along with the different projects as well, this may refer towards the transitioning process along with the particular scope for any project in the way that it can meet out the different kind of the changing requirements and certain different objectives as well. Change management get to involve the number of different applications for the structured methods along with the pre-planned framework to steer out the business from the present state to the desired one as well. One of the main benefit or the advantage of the change management is that it helps out to increase the number of different chances for a business to get stayed on its specific budget which in return lead towards the higher rate of ROI along with the realization of number of different benefits as well. (Todnem By, 2005)

Major Approaches and brief discussion for the Models of Change Management

To manage out the change along with the implementation for all of the change strategies, this is very essential and important to avoid all these implementations that are irrelevant or even some of the random methods that try to completely focus on all such suitable plans of action. Change management is one of the ongoing process or method which takes some time, motivation, experts along with the number of different efforts for implementation along with running. This completely requires involving of different people or even the staff as well of the complete company or organization and these people also get effected by the implementations that are being done. (Hayes, 2018)

Some of the best strategies are discussed below:

1. Lewin’s Change Management Model:

Lewin’s change management model is considered to be one of the most effective as well as most popular models that completely makes it possible for all of us to understand the organizational and structured change. This is the model that has been designed as well as created by the Kurt Lewin back in year 1950’s and this is the reason that this model has been named after Lewin the one who discovered this model. This is the model that is still considered to be valid even today. Lewin was one of the scientist as well as physicist who briefly discussed all of the structural or the organizational change by the changing states for the block of ice. This is the model that is further divided into three different stages which are, unfreeze, change and the refreezing. (Cummings, 2016)

2. McKinsey 7 S Model of Change management:

This is one of those models that have successfully managed to get persist even when all others came in and then easily went out of the trend. It was being developed by the different consultants that works for the McKinsey and the Company back in year 1980’s. This is the model that has 7 different stages or features.

·         Strategy: This is the plan that has been created to get past all over the competition and the reach their specific or particular goals. This is the very first stage.

·         Structure: This is the stage of the model which relates to the number of different ways in which an organization is being divided or the structure it follows.

·         Systems: To get the task being done, different kind of the day to day activities are being involved.

·         Shared values: shared values are the ones that particularly refers to the main values or the core even of an organization that is according to the one for which it runs or even works out.

·         Style: This is the manner in which the number of different leaderships are being adopted or even gets to be implemented are termed as the style.

·         Staff: Staff is the one that refers to the employees or the working areas along with their different kind of working capabilities as well.

·         Skills: Competencies along with the other skills are being possessed by the number of different employees that are working in an organization.

3. Kotter’s change management theory:

Kotter’s change management theory is the one that is considered to be the most popular as well as adopted one’s in the whole globe. This is the theory that has been devised by the John P. Kotter who is the business school professor in the Harvard along with the author of different books as well. This is the theory that is further divided into different stages. Increase urgency, build up the team, get the vision correct one, communication, get all of the things moving, focus on the goals that are short termed, never give up and incorporate all of the changes. (Appelbaum, 2012)

4. Nudge Theory of Change management:

This is the theory or a concept that finds out the use in behavioral science, political theory and economics as well. This can also be easily applied to the change management in different organizations and businesses as well. This is the theory that is not only helpful in the exploring along with understanding all of the existing influences but to explain this as well that whether to eliminate them or even to get them changed till some point where different kind of the positives may start getting derived. In comparison to the different other theories, this Nudge theory is known to be more sophisticated and is considered to be much different from different other ways of transitioning as well.

5. ADKAR Model of Change management:

This is the model or theory of change that is a goal oriented tool which makes this possible easily to get changed out for the different management teams to get focused on all those steps or even the activities too which are directly associated with the certain goals which it wants to reach. This theory is useful for:

Providing help and support to the different employees to get through the number of different processes of change where the management change is taking its place.

For diagnosing and treating out the resistance that is being shown by the employees.

References of Change management:

Appelbaum, S. H. S. M. J. a. S. H., 2012. Back to the future: revisiting Kotter's 1996 change model. Journal of Management Development..

Cummings, S. B. T. a. B. K., 2016. Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations,. 69(1), pp. 33-60.

Hayes, J., 2018. The theory and practice of change management. Palgrave..

Todnem By, R., 2005. Organisational change management: A critical review. Journal of change management, 5(4), pp. 369-380.