5–7 slides (+ title and reference slides); Speaker notes of 200–250 words per slide
Managing Organizational Change
Change Management Plan
Marchello Williams
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Set of steps in the OD Action Research Model
The OD approach involves three stages namely:
Planning actions
Action Phase
Output Phase (Rothwell et al., 2015).
Organizational Change
Almost every aspect of life is insfluenced by change. For businesses it is the only way to grow as well as remaining competitive in the market. Being prepared to accommodate change is very essential for sustainability and efficiency of the organization. This Action plan is based on problem, client and action. The main focus of this approach is to put data into action. This actions involve three stages. Stage one involves numerous planning actions initiated by both the working agent and the client working together. Stage two needs both involvement and collaboration between the people participating. Stage three which is also the final stage produce reflections, analysis, findings as well as conclusions.” Warner Burke’s Action Research Model” is one good example of this model. By utilizing seven stages this model enables clients to realize change. Od practitioners who embrace this model show better skills as mediators, meeting planners, counselors, coaches as well as facilitators.
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Set of Steps in Appreciative inquiry
This approach involve for phases namely:
Discover
Dream
Design
Deliver (Lewis et al., 2016)
Set of steps in Kotter’s Eight Step Model
This model is made up of eight steps namely:
“Create urgency, Form a powerful coalition, Create vision for change, Communicate the vision, Remove obstacles, Create short term wins, Build on the change, Anchor the change in corporate culture” (Tan, 2016).
Appreciative inquiry involves four phases namely, “Discovery, Dream, Design, and Destiny/Delivery. The completion of these stages result in transformational change, sourced from collaborative inquiry with participants” (Rothwell et al., 2015). Discover is the first step which aims at finding emphasizing and illuminating all factors that have led to the best outcome in a specific circumstances. Dream is the second phase where you collectively and imaginatively have visions of what is possible. In design you develop what should be done as well as what can be done. Destiny is the last phase which involves committing to exploration of delivering, learning and innovating. According to the founder of the Kotters eight step model, neglecting one step can result to a serious fail of the model. Basically this model was developed for the purposes of emphasizing that change is not a process that is quick and simple.
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Pros and Cons of and Action Research Model
Pros;
Used for collaborative work
Contextual and relevant to particular circumstances
Cons
Not always fully understood and implemented correctly.
Difficult without paper support
Can be viewed as ‘add-on’
Pros and cons of Appreciative inquiry
Pros;
Engage people effectively
Focused on what already works
Cons;
Bottom up approach
Gives no guarantee to the change.
The Action Research model has several pros and cons . Some of it’s cons are; It is designed to be used for collaborative work for both students and teachers as well as teachers with their colleagues. According to (Rothwell et al., 2015),“Teachers should share the nature of the planned improvements with their students, so that students can be knowledgably involved in evaluating them. Teachers’ action research is enhanced when it is undertaken in collaboration with colleagues and when involving others as critical friends.” It is also relevant and contextual for circumstances the teachers find themselves in since they use it to improve and inform their performances. One of the advantages of appreciative inquiry is that it engages people effectively. This makes all people to feel appreciated at the organization as they are part of the change. Focusing on what already Is there enables people to build on the strengths the have thus easing the change process.
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Pros and Cons of Kotter’s Eight Step Model.
Pros;
Creating a sense of urgency
Creates the guiding coalition
Cons;
It is basically in top down format
No specific guidance for change maintenance.
Red carpet should use Kotter’s Eight Step Model for it’s change process. This is because the model offers creates a sense of urgency which is highly needed as well as guiding coalitions.
The first two steps of the “Kotter’s Eight Step Model” make its greatest strengths. If you rush to implement a change without involving all the stakeholders then you are planning to fail terribly. Normally leaders think that they can force changes without involving some other people who also understand the importance of the change. For this reason this model is very useful since it guides the leaders on how to incorporate other people in the process. During the change process many things are needed and this model provides a checklist for them. Red carpet should use Kotter’s Eight Step Model for it’s change process. This is because the model offers creates a sense of urgency which is highly needed as well as guiding coalitions. Second it enhances good communication among all people involved by using different channels to deliver indented message.
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Red Carpet can overcome resistance to change by effectively engaging employees, effectively communicating change, overcoming opposition as well as implementing the change in several stages (Tan et al., 016). Red Carpet may need to use face to face communication to explain to their employees the need for change.
It is very essential for organizations to listen to feedback from their workers. It is very key to keep them in the loop since they are the once who deal directly with the customers and gets all work done. The business or organization need to ask their workers questions and use the feedbacks they give to adjust the change plan accordingly to demonstrate that their concern and ideas matter. Telling employees what they are expecting is the best way possible an employer can communicate to them about change. It is important for employers to understand that change takes time. It is necessary to prepare for it adequately before taking actions for the change. The change also needs to be implemented gradually in stages. The management should also engage those who are against the change and gather their concerns and develop ways to alleviate such issues on time. Face to face communication is very efficient since it enables you to get instant feedback. You can even be able to translate the feedback though facial expression and body language.
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References
Rothwell, W. J., Sullivan, R. L., Kim, T., Park, J. G., & Donahue, W. E. (2015). Change process and models. Practicing organization development: Leading transformation and change, 42-59.
Lewis, S., Passmore, J., & Cantore, S. (2016). Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers.
Tan, S. Q., Lim, W. W., Liu, S. L., Phoon, W. L. J., Tan, T. Y., Viardot, V., ... & Tan, H. H. (2016). Kotter's Eight-Step Change Model: One Centre's Experience for Transition to the GnRH Antagonist Protocol. Journal of Womens Health, Issues and Care, 2016.