MN7181-Management of Change

Change Management of an organisation

Change management is a systematic approach of handling with change from the angle of an organization and on the individual level.

When it comes to a change of an organisation it usually doesn’t matter how well designed a project is at the beginning, change would become a compulsory part of the project implementation process. Most of us have a tendency to think of change in terms of problems or negative significances. Though it’s true that change could be bad or could be good. There are quite a few of aspects that are looked at when the changes are made and a correct path should be adopted in order to achieve the required objectives of the organisation. 

Accordingly , lots of change management models are built to help make the change management more effective out of which  I will discuss The Kurt Lewin’s change management model and John P. Kotter’s Eight Steps of Change Management which are two of the most well known and respected theories in change management.

·         Kurt Lewin’s Change Management Model

This model was developed in 1950s by Kurt Lewin’s which is one of the most popular fundamental models for understanding organizational change. His model is popularly known as Unfreeze-Change-Refreeze which refers to the three-stages of change he described. Lewin explained organizational change applying the analogy-changing the shape of an ice block.

1.      Unfreezing

This is about making preparations for the change that is about to happen. In this stage, we must understand that change is necessary and we must be prepared to move away from our present comfort zone. The more we recognize the need for a change, the more urgent it becomes and the more our motivation to make the change.

2.      Changing

According to  Lewin (1951), change is as a process and not an event. The process is what he called transition. He then described transition as the inner movement we make in response to a change.

3.      Refreezing

This stage focused on establishing stability after the changes are made. The changes become the new way of doing things. Although it takes time for people to get used to the new norms as they have to form new relationships, but as time goes on they become adapted and comfortable with their routines.

·         John P. Kotter’s Eight Steps of Change Management

The second change management module is the 08 step process which was introduced by John P. Kotter in order  to adapt and prepare to various changes that affecting organization. The process describes useful insight on how to manage change for business organization of which key principles taking into people participation and roles in identification and implementing strategies.

1.      Establish a Sense of Urgency

It is very crucial for an organization to be ready and responsive to changes that happen in the market. The best way is for management to create sense of urgency for change and engagement staff at all level to be aware and adaptive for changes that company may encounter. The management should evaluate the market landscape and analyze impact or potential threat and opportunity to the company. This should also be shared among key staff to form a strategic plan.

2.      Form a Powerful Guiding Coalition

In order to implement change effectively, key staff should come together to form a working group or steering committee to lead the effort.

3.      Create a Vision

Establish sensible vision for change. The vision should reflect value and reason that change need to happen. It must be accompanied by workable strategies not a wishful one.

4.      Communicate the Vision

Once the vision is established, management need to communicate it effectively as it is a guiding principle for change. Tools of communication and target group must be carefully crafted to ensure most effective effort and utilization of resources.

5.      Empower Others to Act on the Vision

In order to create change, management must eliminate obstacles or system/process that gets in a way of implementing the vision and strategies. Management should encourage staff to take calculated risk and breakout of existing comfort zone to embracing new vision and strategies.

6.      Plan for and Create Short-Term Wins

In reality, for an organization to achieve its vision may take long period of time and faces many obstacles and setbacks. Management should set a series of achievable short term goal that link to strategy and vision so staff can have a reachable goal to achieve and feel accomplish.

7.      Consolidate Improvements and Produce Still More Change

Continue improvement in work process and system is important key to ensure that organization moving forward toward achieving the vision.

8.      Institutionalize New Approaches

To create lasting change, the new way of thinking should be part of organizational culture, process, structure and human resources development.

Change is the word that best described of the modern societies, culture and in business. By using these models we could identify the way in which change needs to be brought about. Rather than focusing on changing an organizations whole structure or culture, these models focus on starting small through changing an individual’s behavior. By being able to change each employee’s behavior the culture could make a difference for many organizations.

Referances

UKEssays. November 2013. Comparison Of Kotter Lewin And Positive Models Management Essay. [online]. Available from: https://www.ukessays.com/essays/management/comparison-of-kotter-lewin-and-positive-models-management-essay.php?vref=1 [Accessed 4 January 2019].

UKEssays. November 2013. Kotters Eight Step Change Management Model Management Essay. [online]. Available from: https://www.ukessays.com/essays/management/kotters-eight-step-change-management-model-management-essay.php?vref=1 [Accessed 4 January 2019].

Ultius.com. (2019). Essay on John Kotter - Blog | Ultius. [online] Available at: https://www.ultius.com/ultius-blog/entry/essay-on-john-kotter.html [Accessed 4 Jan. 2019].