Management Change Management Theoreticians' Various Approaches Essay

Pages: 3 (849 words)  ·  Style: Harvard  ·  Bibliography Sources: 2  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

Management

Change Management

Theoreticians' various approaches on Change Management has determined the development of several change management models that are differentiated in terms of number of steps, sequence of steps, phases included, or activities involved in the process. For example, Kanter's, Stein's, and Jick's Ten Commandments has 10 steps, Taffinder's Transformation Trajectory has only 5 steps, Kirkpatrick's Step-by-step Change Model has 7 steps, while Mento, Jones and Dirndorfer have developed a 12 Step Framework.

The Step-by-step Change Model and the 12 Step Framework have identified specific actions to be taken, while the Transformation Trajectory model provides a more abstract approach to the subject. This model only provides a starting point for developing a more complex change management model. Although the Ten Commandments model reveals more complex guidelines, it fails to bring specificity to the subject.

These change management models seems to lack a stage of internalization. This stage can be described as people adopting change, making it more personal, in order to fit their own personal needs of change, and developing their own mechanisms of integrating change management in their activities.

Also, constant feedback is important for implementing a successful change process. The process must be continuously monitored, and feedback must be analyzed in order to identify potential problems and to correct them before their produce significant effects.Get full Download Microsoft Word File access
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2. In my opinion, the ideal change management model should be a flexible, but complex one. The stages of the model should be the following: identifying the need or desire for change, identifying and evaluating effects of change, evaluating the climate for change, identifying a change leader and his team, developing strategies and translating them into specific plans, establishing the timeline required for the change process, implementing internalization, implementing change, analyzing feedback, measuring the effects of the change process, integrating the effects and the lessons derived from the change process.

Communication must be integrated within the change process, from the beginning and after the implementation of change has been completed.

3. The most suitable sequence of steps that could be applied for any type of organizational situation was presented above. Any change management process should start by clearly identifying and communicating the need or the desire for change. If this need is not understood, the change process will not be accepted by employees and other stakeholders involved.

Next, it is preferable to assess the possible effects of change and the climate in which change is expected to produce, in order to identify and counteract any possible problems that might emerge during the process.

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