The paper 'Theories of Change Management" is a good example of management coursework. Change is an inevitable activity in every individual's life. Every business organization must undergo certain particular changes at any point of its internal operations. Change is a gradual process. It does not occur spontaneously. Change management can either be individualistic or organizational. Change management involves the various strategies that are used to adopt changes that occur. The process of change management gives a clear approach for supporting the personnel of any organization on how to move from the current state to a different future state through the acceptance of principles of change.
Change management may take three levels. These include; individual change management, organizational change and enterprise change management. In this work, organizational and personal change management forms the basis for discussion. Organizational change is achieved through people or members of that particular organization. Therefore, an organization cannot undergo changes on its own but rather, it is the people within the organization that are responsible for organizational changes. Change management is based on how organizational transition affects people (Murthy, 2007).
Organizational change management ensures the smooth occurrence of change transitions and successful achievements of benefits that last within an organization and the individuals involved. There are many reasons attributed to the occurrence of changes in business organizations. First of all, business organizations are under the influence of globalization (Goksoy, 2016). The constant innovations in technology are responsible for the changes in the business environment. With increased technological changes, organizations must acquire ways of being able to cope with changes. Because of the changes in technology, modern organizational changes have been influenced by external factors (Cameron, 2016).
Organizational changes have direct effects on the workers and all departments. Based on this, every business organization and its workers must develop efficient strategies for change management. Theories/models of change management There are three primary theoretical models put forward by various proponents to describe the concept of change management. Kotter's eight-step change model is the first model of change management. This model describes the change as a campaign. Leaders of an organization convince the employees to buy their ideas of change. Change, therefore, comes in as a result of influence by the leaders of an organization (Hayes, 2014).
The model gives eight steps to change management. The steps are; increasing the change urgency, building a team that is dedicated to change, the creation of a vision for change, communication for the necessity for change, empowering staff, creation of short term goals, persistence and making the change to become permanent within an organization. The model provides an easier transition of change (Hayes, 2014). It prepares an individual on the acceptance of the change. Secondly, McKiney 7-S Model provides seven factors that are agents of change.
The factors are shared values, strategy, structure, systems, style, staff and skills (Green, 2007). The model is an effective one in the diagnosis and understanding of an organization and why it requires change. It incorporates both the emotional and rational reasoning and component of an organization. The third model is Lewin's change management model. It recognizes three stages of change within people of an organization. The stages are unfreezing, transition and refreeze (Linstead, Fulop & Lilley, 2009).
BLOKDIJK, G. (2008). Change management 100 success secrets: the complete guide to process, tools, software and training in organizational change management. [Brisbane, Australia], [Emereo]. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=281838.
CAMERON, E. (2016). Making sense of change management: a complete guide to the models, tools and techniques of ... organizational change. [Place of publication not identified], Kogan Page Stylus.
DAWSON, P. & ANDRIOPOULOS, C. (2014) Managing Change, Creativity and Innovation, London: Sage
GARTNER, C. (2013) ‘Enhancing Readiness for Change by Enhancing Mindfulness.’ Journal of Change Management, Vol. 13, No. 1, 52–68
GOKSOY, A. (2016). Organizational change management strategies in modern business. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=1091683.
GREEN, M. (2007). Change management masterclass: a step by step guide to successful change management. London, Kogan Page. http://www.books24x7.com/marc.asp?bookid=21316.
HAYES, J. (2014). The theory and practice of change management. Basingstoke, Palgrave Macmillan.
LETAVEC, C. J. (2014). Strategic benefits realization: optimizing value through programs, portfolios and organizational change management. Plantation, FL, J. Ross Publishing. http://www.books24x7.com/marc.asp?bookid=62263.
LINSTEAD, S., FULOP, L., LILLEY, S. (2009). Management and Organisation: A Critical Text. London: Palgrave. Ch. 13.
MURTHY, C. S. V. (2007). Change management. Mumbai [India], Himalaya Pub. House Pvt. Ltd. http://public.eblib.com/choice/publicfullrecord.aspx?p=588098.