Change is permanent and change is the only thing which does not change in the world. So change is an inevitable strategy which drives any business or non-business organisation. Change in management can be explained as a process of transforming individuals, organisations and teams in an organisation from present situation to the targeted status or standard. It is an organisational method intended to assist change stakeholders to accept and embrace changes in their business environment or individuals in their personal lives. (Phillips, J. R. (1983) p.182)
In a broader sense, organisational change is a planned and structured approach in an organisation for making sure changes are implemented efficiently and desired results are accomplished in a stipulated time period. In the contemporary business atmosphere every organisation faces numerous challenges which force them to adapt to rapid changes in technology and management. Rapid globalisation of economy and constant innovation of expertise result in fast changing environment in organisation and in the way business are being run. (Filicetti, John (August 20, 2007) p.146) Hence change is an important strategy applied in every organisation at certain period of the business. But managing change in an organisation is not as easy as anybody can think of. It needs to be efficiently planned and structured and then effectively implemented. If it is not implemented properly, it might lead to distraction and de-functioning of business in the organisation. There are many change models proposed by eminent business authors but not everyone can be applied everywhere.
There are six popular change models available in the business world. They are;
1. Kotter’s eight steps to change
2. Kurt Lewin’s Unfreeze-change-Refreeze model
3. Bridge’s Transitional model
4. Roger’s Technology Adoption Curve model
5. Kupler-Ross Five stage model
6. Prosci’s ADKAR model (http:///www.slideshare.net)
Among these popular models, the
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