Change Model Paper 1

Topics: Leadership, Management, Change management Pages: 8 (1469 words) Published: January 24, 2015


Change Model Paper
Various Models of Organizational Change
Nisha Mani
Grand Canyon University: LDR 6i5
12/2/14

In the present days change is inevitable. You can't run away from it or cannot force it to go away. There is no going back to the good old days. You can't continue to do your job as you have always done it .Latest inventions in technology is changing every aspect of life and work. As our environment is fast changing, change management skills are very important for success. You must learn to manage change, no matter what your job is. For a fulfilling and successful work life you should be able to manage change and more importantly you should take charge of the change you want to make.. In this article I will compare and discuss Lewin’s Change Model and Bridge’s Transition Model emphasizing the role of the leader during change, how they overcome the resistance to change, and their process of communication Lewin’s Change Model

Lewin’s Change Model involves unfreezing the situation, changing it, and then refreezing (Levasseur, 2001). To prepare the organization to accept the fact that change is necessary is the initial step. To achieve that you need to break down the existing status quo and build up a new way of operating. It is important to show that the current way of doing things are not efficient and cannot continue. You need to start the change from the core in order to successfully prepare the organization .You need to challenge the values, beliefs and attitudes that define the organization. The second step is the transition to change. At this stage people begin to resolve their uncertainty, move from old ways of doing things and look forward for new ways of doing things. They develop new values, attitudes and behaviors. The final step is to refreeze the change, where people accept the change and it will become a norm. During this phase, changes should be incorporated into everyday business and used at all times. Communication

It is vital that the plan for change is shared with others so that the reasons can be validated and for people to agree with your idea. People will be more likely resistant to the proposed change when a change is initiated without making them aware of the change (Connelly, 2014). Change will be more receptive if the people who will be affected by change are brought together to participate in open conversations about the problem, the effect of the change on this person, and the whole organization. Open communication bring forth ideas to reduce barriers and minimalize any resistance to the proposed change (Levasseur, 2001). Strengths and Weaknesses

One drawback of change model by Kurt Lewin’s is that it is too simple, (Burnes, 2004). It is often difficult to freeze a planned change and it ends to ignore the transformational and radical change. Lewin was more interested in changes in behavior and not in situations requiring quick change. He also ignored the role of power and politics in organizations. Lewin supported a top-down approach driven by the management for change and ignored conditions that require bottom-up changes. Lewin’s Change Model is very effective in resolving social conflict by changing the group behavior and promotes a humanistic and ethical approach to change. Most companies tend to prefer this model to enact major changes as it is easy to use. Bridges Transition Model

Bridges Transition Model is based on the feelings of people as they transition through changes (Evision, 2014). The three stages of transition that everyone goes through as change is experienced are highlighted in this model. The first stage is Ending, Losing and Letting Go that begin as the initial stage of transition when you present the change that you want to make. This stage is uncomfortable when people are forced to give up familiar things. People might experience many motions like fear, anger and denial at this stage. Stage two is...

References: Heathfield .S.M (2014) Employees Need Change Management Skills to Succeed. Retrieved from http://humanresources.about.com/od/managing-change/g/what-is-change-management.htm
Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of
Management Studies, 41(6). Retrieved from onlinelibrary.wiley.com/doi/101111/j.1467-
6486.2004.00463.x/pdf
Connelly, M. (2014). The Kurt Lewin Change Management Model. Change-Management-
Coach.com. Retrieved from http://www.change-management-coach.com/kurt_lewin.html Evision, A. (2014). Bridges’ Transition Model: Guiding people through change. Mind Tools.
Retrieved from http://www.mindtools.com/pages/article/bridges-transition-model.htm Levasseur, R. E. (2001). People Skills: Change Management Tools--Lewin 's Change Model.
Interfaces, 31(4), 71. Retrieved from
http://mindfirepress.com/uploads/Lewin_s_change_model_INTERFACES_2001.pdf MacKinnon, L. (2007). Book review: Managing transitions by William Bridges. Think
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