Compare And Contrast The Change Management Models

Compare and contrast the various change management models

Change management models are essential frameworks that guide organizations through the process of implementing change effectively. These models help manage the human and procedural aspects of transitioning from current states to desired future states. Several models have been widely adopted in the workforce, including Lewin’s Change Management Model, Kotter’s 8-Step Change Model, and the ADKAR Model. Each offers unique approaches and emphasizes different aspects of change processes.

Lewin’s Change Management Model, introduced in the 1940s, involves three primary stages: unfreezing, changing, and refreezing. It emphasizes preparing the organization for change, implementing the change, and anchoring the new practices into the organizational culture. This model is straightforward and useful for understanding the necessity of overcoming resistance before executing change.

Kotter’s 8-Step Change Model, developed by John Kotter, provides a detailed process that includes establishing a sense of urgency, forming guiding coalitions, developing a vision, communicating the vision, empowering action, generating short-term wins, consolidating gains, and anchoring the new approaches in the culture. This model is particularly effective in large organizations requiring structured change efforts with clear milestones.

The ADKAR Model, created by Prosci, focuses on individual change and is structured around awareness, desire, knowledge, ability, and reinforcement. It prioritizes managing change at the personal level and ensures that each individual is supported throughout the transition, making it highly effective for organizational change involving many employees.

In practice, these models have been implemented across various sectors. Lewin’s model is often used for smaller or simpler change initiatives due to its simplicity. Kotter’s model is popular in corporate restructuring and strategic initiatives because of its comprehensive nature. The ADKAR model has gained traction in organizations emphasizing change at individual levels, such as technology adoption and culture shifts.

For implementing a new Human Resource Information System (HRIS), I recommend utilizing Kotter’s 8-Step Change Model. The reason for this choice lies in its structured approach, which ensures not only the technical success of the HRIS implementation but also secures employee engagement and cultural alignment. Kotter’s emphasis on creating a sense of urgency and developing guiding coalitions aligns well with the necessity of organizational buy-in for technology transformation.

Moreover, the model’s focus on communication and short-term wins is advantageous in managing resistance and demonstrating immediate benefits, which are critical for maintaining momentum during a complex system rollout like HRIS. By fostering leadership support and clearly articulating the vision, this model can facilitate smoother transitions, minimize resistance, and embed the new system into the organizational culture effectively.

References

• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Lewin, K. (1947). Frontiers in Group Dynamics: Concept, Method and Proposals for Research. Human Relations, 1(2), 5-41.
• Armenakis, A. A., & Bedeian, A. G. (1999). Organizational Change: A Review of Theory and Research in the 1990s. Journal of Management, 25(3), 293-315.
• Appreciative Inquiry. (n.d.). What Is Appreciative Inquiry? Retrieved from https://www.appreciativeinquiry.com/what-is-ai/
• Hayes, J. (2018). The Theory and Practice of Change Management. Palgrave Macmillan.
• Burnes, B. (2004). Kurt Lewin and the Planned Approach to Change: A Re-appraisal. Journal of Management Studies, 41(6), 977-1002.
• senior, A., & moses, all. (2012). Organizational Change: An Action-Oriented Toolkit. Wiley.
• Mento, A. J., et al. (2002). A Change Management Process Model: A Review and Synthesis. Journal of Organizational Change Management, 15(5), 319-335.
• Prosci. (2020). The Prosci ADKAR Model. Retrieved from https://www.prosci.com/resources/articles/adkar-model