Details Of The Various Change Models Used By Organizations ✓ Solved

Detailsresearch The Various Change Models Used By Organizations Today

Research the various change models used by organizations today. After assessing these models, create a change model conducive to your field, and that will work within your organization's culture. This model should serve to implement a strategic process that can help your organization integrate a change and respond to the internal or external driving forces that affect organizational success. Create a visual representation of your model using a graphic organizer of your choice (flow chart, concept map, etc.). The design of your model will be unique and relevant to your organization, based on a critical analysis of its culture and behavior.

However, your model must demonstrate the necessary steps for realistic implementation. Your model will be assessed on the quality of strategic implementation you design, the support you present for your model, and inclusion of the following concepts: 1. Methods to evaluate the need for change 2. Approach and criteria for choosing individuals or teams necessary for a change initiative 3. Communication strategies 4. Strategies to gather stakeholder support and overcome resistance 5. Implementation strategies 6. Sustainability strategies.

Once your model is created, prepare a 15-20 slide PowerPoint presentation to present your model and demonstrate how this model is relevant to your organization and why it will work well within your organization's culture. In conclusion, discuss why this model will lead to sustainable change when most change initiatives fail. You will utilize this change model for your final paper.

Sample Paper For Above instruction

Introduction

In an ever-changing organizational landscape, the adoption of effective change models is crucial for ensuring successful transformation and sustained growth. This paper explores various change models used by organizations today and develops a tailored model suitable for a specific organizational culture. The focus is on creating a strategic process that facilitates seamless integration of change, responsive adaptation to external and internal driving forces, and the achievement of long-term organizational success.

Review of Existing Change Models

Numerous models guide organizations through change processes, including Lewin's Change Management Model, Kotter's 8-Step Change Model, and the ADKAR Model. Lewin’s model emphasizes the stages of unfreezing, change, and refreezing, providing a straightforward framework for managing change. Kotter's model builds on this by outlining an 8-step process emphasizing leadership and vision, while ADKAR focuses on individual change through Awareness, Desire, Knowledge, Ability, and Reinforcement (Kotter, 1995; Hiatt, 2006).

Developing a Customized Change Model

Considering the organizational culture, which values collaborative decision-making, innovation, and adaptability, a hybrid model that integrates elements from Kotter's and ADKAR models proves effective. This model emphasizes engagement across all levels, continuous communication, and sustainability strategies. The model consists of the following steps:

1. Assessing the Need for Change: Conduct surveys, performance metrics, and environmental scans to identify gaps and opportunities (Cummings et al., 2011).
2. Forming a Change Leadership Team: Select individuals based on expertise, influence, and commitment. Criteria include leadership skills, openness to change, and organizational tenure (Hiatt, 2006).
3. Developing and Communicating a Clear Vision: Use multiple communication channels to share the vision, emphasizing the benefits for individuals and the organization (Kotter, 1997).
4. Gathering Stakeholder Support and Managing Resistance: Engage stakeholders early, address concerns empathetically, and involve them in planning (Kotter, 1998).
5. Implementing Change Strategies: Employ pilot programs, training, and feedback loops to promote adoption (Cummings et al., 2011).
6. Ensuring Sustainability: Reinforce change through policies, recognition, and continuous improvement initiatives (Hiatt, 2006).

Visual Representation of the Change Model

[Insert flow chart illustrating the above steps with decision points and feedback loops]

Strategic Implementation and Support

The proposed model emphasizes active leadership, transparent communication, stakeholder involvement, and ongoing reinforcement. These elements collectively foster a culture receptive to change, increasing the likelihood of sustainability. Emphasizing both organizational and individual-level change processes aligns with best practices for change management (Armenakis & Bedeian, 1999).

Conclusion

This tailored change model addresses common pitfalls of failed initiatives—such as poor communication, inadequate stakeholder engagement, and lack of reinforcement—by incorporating proven strategies for each phase. Its comprehensive structure ensures adaptive implementation, fostering a culture of continuous improvement, thereby increasing the chances of sustainable organizational change (Burke, 2017).

References

• Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: A review of theory and research in the 1990s. International Journal of Management Reviews, 1(4), 293–315.
• Burke, W. W. (2017). Organization Change: Theory and Practice. SAGE Publications.
• Cummings, T. G., Bridgman, T., & Brown, K. G. (2011). Managing Organizational Change. Cengage Learning.
• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci Learning Center Publications.
• Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59–67.
• Kotter, J. P. (1998). Leading Change. Harvard Business School Press.
• Kotter, J. P. (1997). Accelerate! Harvard Business Review, 75(6), 60–70.
• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci Learning Center Publications.
• Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change. Cengage Learning.
• Additional references relevant to organizational change strategies and case studies.