Different Change Models

Change is vital in any system of ruless bid to achieve its objectives. It is then important for any physical composition to come through the substitute process c arefully. Different diversity gets such(prenominal) as Lewins, Mckinseys 7- s and Kotters eight shade change impersonates force out be exercised to strongly handle the change resulting from the purchase of EEST by betoken Culture. Lewins puzzle. A basic notion about this poser is that change is a journey rather than a simple tonicity. Kurt Lewin de termine common chord stages of change unfreezing, transition and refreezing.Unfreezing. According to this stupefy, people in the face of a change allow feel uncomfortable and therefore various world-shaking efforts will be necessary to get them moving (Janis I. L & Mann, 1977)). This entails the use of push principle and pull methods to keep them going. Transition. For change to occur, time is required. sundry(a) levels of misunderstandings may also be witn essed during this stage. Training, counseling and any some otherwise psychological support will be necessary. Refreezing.This is the final stage according to the model which involves putting the change process into action. In most organizations, this stage stooge commence positive or negative impacts. Positive in that it makes the abutting stage of unfreezing easier and negative in that it might reduce the employees efficiency and potentiality as a result of the change process Lewins model is very helpful in explaining human behavior. Every form of instruction 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 encyclopedism might result to discomfort hence Lewins model would be most effective in such agencys. The advantages of this model include Innovation. Solutions to problems or new ways to achieve the organizational objectives are established. Provides w ays for evaluating rise towards the change hence making the change process easy. It helps in allowing the change process to be easily understood.It is done in steps which invoke it to be an efficient model still applicable today. The main discriminate 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 worried of another change resulting to a change shock which might result in their inefficiency or ineffectualness in discharging their duties. Mckinsey 7-s model This was developed by Tom Peters and Robert Waterman maculation working for Mckinsey & Co.and in 1978 by Richard Pascate and Anthony Athos (Janis I. L & Mann, 1977). The model considers a caller as a square by taking into consideration sevensome different factors strategy, staff, skills, systems, styles (organizational culture and management styles), structure and shared values such as mission and vision statement. This m odel would be most effective in situations where change is to be effected in the whole organization as opposed 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 logical and emotional parts 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 successful change (Chapman, A. 2006). These include caper 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 aft erwards the change process. Communication. For change to occur, communication (both upwards and downwards is necessary). Empowerment. Everybody come to in the change process needs to be empowered.Creation of short 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 beau mondes 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 circumstance can use the model. However the model may lack or override nuances or realties that could be specific to a certain graphic symbol 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 want Lewins model, Kotters model i s a step by step model easy to follow and understand. Enhances change in that instead on concentrating on the change alone, other factors such as acceptance and preparation 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 otherwise the whole system will fail. The other disadvantage is that the model is time consume 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.