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Change management models and processes

I) Three major model of change:

1) Lewin's Change Model

2) McKinsey 7-S Change Model

Let go through these each model in simple. . . . . . . . .

1) Lewin's change model: Kurt Lewin projected a three stage theory of change generally referred to as Unfreeze, Change, and Freeze.

Stage 1: The first stage of Lewin's change model is unfreeze, the stage is approximately being well prepared for change, the model is wanting to show that change is vital, and we have to ready for change by adding all our present comfort and patterns. This stage is about to make ready ourselves and other before the change.

By putting Unfreeze Lewin's want to state following things:

It's about to understand others that change is necessary and it's an essential process.

Change requires overcoming from failure as well as for achieving better things for group.

Stage 2: The next stage is named as Change or Transition, in this stage people start to change they may have many doubts and fear in their mind associated with change which is likely to be occurring, at this time they want all support, by means of learning training guiding and support that oversight are the part and elements of this level.

This stage is about:

To make change by putting out all traditional and odd things

To being plan change

Providing support by means of training, guiding in the operations of change

Stage 3: The 3rd stage is called as Refreeze:

At this stage people starts off to use to with the changes which occurs in second level, they start thinking in change, refreezing may be a poor process as changeover hardly ever stop cleanly, but go more in suits and begins with a long tail of bits and pieces. There are bad and the good things about this.

The apparent indications of the refreeze are a steady organization chart, reliable job information, and so on. The refreeze level also needs to help people and the organization internalize or institutionalize the changes. This implies making sure that the changes are used on a regular basis; and that they are included into everyday business. With a new logic of constancy, personnel feel positive and happy with the fresh ways of working.

Advantages of Lewin's change model. . . . . . . . . .

It is a simple and easy model to comprehend, by giving example of ice-cube Lewin;s very simply tried out to recognized this model. He puts three different stage to understand each stage like first stage unfreeze in which he make an effort to understand about essentialness of changes, second stage changes in which people learn to change towards new ideas, like plan procedure, rules and rules, and third stage in which changes starts to provide benefit.

ii) Process for utilizing change. . .

The Kotter's introduce 8-steps process for utilizing change

Step One: Create Urgency

For change to occur, it helps if the complete company really wants it. Create a sense of urgency around the need for change. This might help you spark the initial drive to get things moving.

This isn't only a matter of displaying people poor sales characters or discussing enlarged rivalry. Open up a genuine and credible dialogue about what's happening available on the market and with your competition. If many people start discussing the change you propose, the urgency can build and feed on itself.

What you can certainly do:

Classify possible dread, and expand scenarios enjoying what could appear in the foreseeable future.

Look at opportunities that needs to be, or could be, oppressed.

Start straightforward debate, and give energetic and reasonable reasons to get people discussing and considering.

Demand shoreline up from consumers, outside stakeholders and industry visitors to support your debate.

Step Two: Form a robust Coalition

Encourage individuals who change is essential. This may takes tough authority and recognizable support from key people inside your organization. Managing change isn't enough - you have to lead it.

In this step we can do following things

Recognize the true leader in our organization.

Work on team framework within your change coalition.

To get know the several areas where the team is fragile, to determine the strength and it's really weakness. .

Step Three: Develop a Perspective for Change

In this level, it is very necessary to create a solid eye-sight for change, to let people know why change is necessary, this is actually the process to about know what the great things about change are, this clear perspective will cause them to become make themselves for change

In this task we have to do pursuing things

To make an obvious and easy eyesight, to understand people the purpose of change

To make a technique for change.

Step Four: Connect the Vision

One's perspective has been created from the essential to communicate that vision, methods to watch out the plan, process and process properly working according to planning, things 're going properly or not is the fundamental part of this process.

We can do the next things in this step:

Converse frequently about your change eyesight.

Honestly and sincerely speak to individuals' concerns and anxieties.

Apply your eye-sight to all facets of functions - from training to performance reviews. Link everything back to the perspective.

Step Five: Remove Obstacles.

In this task we have to identify the factors which can be obstructions for change, to view out all the actions in organization, to know whether things are going as plan or there may be any hurdle towards plan activity.

Identify and encourage people to make change happen.

Recognize folks who are resisting the change, and help them see what's needed.

Take action to quickly remove obstacles.

Step Six: Create Short-term Wins

Success motivates everyone, to make earning habits in personnel, to make short term goal and try to achieve them first along with path for long term goals

To reward people for their achievement.

To appreciate work

To make each week target rather than permanent planning

Step Seven: Build on the Change

In this step we must analyze the items, what proceeded to go right and what travelled wrong in the process of change, to provide for the area where improvement is necessary.

After every be successful, examine what went appropriate and what requirements needed to improve.

Set goals to keep engineering on the impetus you've achieved.

Keep thoughts fresh by attracting new change brokers and leaders for your change combo.

Step Eight: Anchor the Changes in Corporate Culture

Make persist initiatives to ensure that the change sometimes appears in each and every part of your company. This can help give that change a solid place in your organization's culture.

Consist of the change ideas and ethics when selecting and training new personnel.

Publicly identify key associates of your original change coalition, and make sure all of those other staff - new and old - remembers their efforts.

Create plans to displace key leaders of change as they proceed. This can help ensure that their legacy is not lost or overlooked.

iii) Why people avoid change. . . . . .

1) Dread: The most important factor for which people resist change is fear, concern with unknown they don't really know about changes, that is why they began to dread, for example if the labor company announce changes that now they will take more use of personal computers to improve their techniques it certainly creates dread on present employees who don't know how to use it and they begin to resist about the changes.

2) Comfort: That is also one of the explanation for which people avoid change, because they do not want to leave their present comfort, they think that if change occurs than they need to work more hard so you can get things done. . for example if company announce that marketing division now have to attain weekly sales aim for than certainly the present employees have to work more hard and hence they might resist it.

3)Insufficient trust: That is one the reason people avoid change, if people haven't trust or beliefs on changes or idea than they learn to resist changes, for example if the employees of the company do not have trust on their manager capability than they create questions on employee head and hence they do not trust him.

4) Have no idea about changes: one of the reason why people resists changes because people don't know about changes, they don't really find out about their importance, they don't know how they going to gain them, they may have not any type of idea regarding to changes, for example. . . . if company announce incentive system for his or her employees instead of set salary than employee start to oppose it even they have a chances to get benefited by high incentive system, each one of these because of insufficient knowledge.

5) Don't trust on the capabilities: This is one of the reason why people resist changes because they have doubts on the capabilities, they don't really think that they will in a position to make adjustment.

IV.

I suggested Lewin's change model is most beneficial to make use of for a change management model because of its simple description, giving example in three stages Lewin's very simply referred to about his three level change model, the three level process includes unfreeze, change, and refreeze.

http://www. mindtools. com/media/Diagrams/Lewin. gif

Reason for advice of above model: Even as we can easily see in diagram the lewin's very simply gave example based on ice around three stage change. . . . shape one described as a unfreeze where there's a picture of large ice cube by which Lewin's try to say at first stage people are very use with their routine works and incredibly happy to do work with their old and traditional techniques, even though if they know this techniques is not very useful or worthless for goodwill of the business, but as they very use to with that approach to work they refused change, for example if an individual of village very use to with homeopathy and naturopathy treatment which is referred by doctor at old times than certainly that patient denied to do surgery and operation for his health problems that was recommend by doctor at contemporary times so it's hard to encourage them about the benefit of latest technology of health improvement same the situation can be applied here, in this stage the duty is to encourage people of change them and to turn those to modern techniques which is often beneficial and beneficial to them.

The second number show that the large ice-cube becomes to round shaped ice-cube, which change its form, by this Lewin's tried to state in this stage that this stage is approximately change, differ from rigid structure into the new one once we can see in the physique that ice-cube change its condition to round structure, so that people commence to change themselves and also have to turn out with adapting new ideas, knowledge, and techniques which would become more beneficial and successful for both for corporation and also for themselves. To start out adopting new ideas, and technology of work by coming out from old ones, like for example the business make change in their timing to start out their work from 10 clock to early 8pm so that staff get more time to done their activity and can achieve high incentive, which is profitable to both employees and the business as well but at a certain period of time employee also have to be familiar with benefit from the situation otherwise it will create doubts on their brain regarding to changes like they may have work more hard in less salary so might they don't prefer it, at this time they require more proper advice, knowledge and training regarding to changes so this change can be worthwhile full for the business, at the moment people are learning new things and adapting new ways in their work so they require all the support, training of their supervisor.

The third number shows the steadiness from the 3rd figure we can see the continuous ice-triangle by which Lewin's make an effort to show the refreeze model, means after the change has been manufactured in second level now individuals accepted those changes as per their new regimens and norm now they started to recognize that changes as per their day to day routine be employed by example they begin to find them comfortable with the new timings, new motivation foundation system, new product and treatment of the business, things are going easily to them as they know very well what to do, therefore the process is to fellow this procedure and practice properly for easy going.

Advantages and disadvantages of this model. . . . . . . . .

Lewin's change model is very simple and easy to comprehend, it's shown in three simple phases, therefore the company till employing this model.

In unfreeze process Lewin, s show that company needs changes, which can be done by

Motivating employee towards the change, which called sense of urgency towards change, it use

Simple vocabulary.

Role of head specifically change model:

The leader must have to make afford to motivate his staff towards new changes

The command must adopt training and guiding process for worker to be able to have them ready for change. They have to create a proper plan and also to work upon that, like for example if they want to increase their sale than they have to work upon marketing and advertising skills in order to achieve their sales aim for.

Once the change has been made leader has use his techniques and attributes like providing training and guiding to their employee, so they can work well.

Change strategies. . . . . . .

The pursuing steps are to be considered for change strategies

Recruitment on the basis of certification, for example if someone need in marketing sector than the people must be take on the qualification base on marketing, the individual who may have marketing subject or degree on it, if needs in supervision than favor more to MBA pupil which means this can create expertise which is good for a corporation.

Use of the techniques which is vital for company, like when there is more administration work than there should more computer place in the company so that work stream can go easy and good

To develop training programs because of their new employee, to know about the company well to be aware of all its process and treatment so when they start their real work they don't really feel unneeded burden on them.

Interview system, to change it so that right people can choose for right position, such as if person have to choose for bill position than interview must carry out on accounting basis instead of testing his or her general knowledge.

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