DB unit 5 mngmnt

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Running Head: IP UNIT 5

Individual Project Unit 5

Name

Date of Submission

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IP UNIT 5

Abstract

Changes in the organizations in the current competitive world today are considered as necessary.

Change agents play critical roles in the organizations and they are responsible for the effective

change in the companies. The Lewin’s Change Management Model and Kotter’s Eight-Step

Model for Leading Change are both effective and useful models of change. These could be

implemented for the successful change procedures in the organizations.

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IP UNIT 5

Introduction

In the modern and global world today, business organizations are adopting the

developing trends of national and international markets in order to remain competitive. Change

agents within the organizations are the ones who focus on organizational transformation. Change

agents adopt several measures for the betterment of the organization and work for its

effectiveness, development, and growth ("Change Agent Definition | Human Resources (HR)

Dictionary", 2019). Similar to change agents change models are adopted in the organizations but

the most useful ones include Lewin’s Change Management Model and Kotter’s Eight-Step

Model for Leading Change. In this paper, both change models will be discussed in detail with

their advantages and disadvantages.

John Kotter’s Eight-Step Model for Leading Change

While researching for change, John Kotter explains that change agents have certain

qualities and attributes. It includes management and leadership qualities. Management is

necessary when it comes to organizational operations that should be run smoothly. But

leadership is a process that provides success to the organizations when the leaders are able to

motivate employees, increase their productivity, and direct the organizations in the best ways.

Kotter explains that leadership is a more important component as compare to the management

when it involves the change process.

Kotter’s model is based on several steps and leaders have to follow the eight steps

process in order to lead the organizations towards a positive change. It involves establishing a

sense of urgency, forming a powerful guiding coalition, creating visions and strategies,

communicating that vision, empowering others to act on that particular vision, plan and create

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IP UNIT 5

short-term successes, never let up, and institutionalizing new approaches (Webster & Webster,

2019).

In the first step, every team member of the group has complete information regarding the

required change in the organizational structure. In this step, they get the information also provide

their suggestions and input if they have any regarding the changes. Leaders are the ones who

provide proper explanation and information about the change to the team members. Leaders

explain that the required change is necessary and will be added to the organizational structure.

In the next step of creating a powerful guiding coalition, the leaders ensure that all the

team members are skillful and have best abilities regarding the change procedure

implementation. Also, the team members should acknowledge the other team members abilities

and credibility. In the next step of vision and strategies, all methods of strategies explained to the

team members and ensure that they could understand the upcoming procedures.

In the next step, leaders explain their vision and how the changes will add valuable

profits or other positive results.

In the next step, leaders empower the employees related to the vision. In next step setting,

the short team goals include that leader should provide and explain the goals to the employees.

The goals should be the ones that are achievable. Moreover, in the next step, leaders should

motivate the employees throughout the task and never de-motivate them. It could lead to issues.

In the last step, leaders plan for the results and add changes to encourage the employees.

New approaches are added and change occurred successfully. In the last process, the leaders help

the employees to deal effectively with the change so that they will not have any issues regarding

it.

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IP UNIT 5

Pros

In the pros of this change model, the major one is that it is an easy and step by step

process that provides a clear explanation of each step. The whole model is designed to prepare

the employees about the change and ways to motivate them accepting the change effectively ("A

comparison between Lewin's and Kotter's models of change", 2014).

Cons

The major disadvantage of the change model includes the factor that no step could be

skipped and every step should be followed by the change agents. The whole process and its

implementation is a lengthy process and take a great deal of time ("A comparison between

Lewin's and Kotter's models of change", 2014).

Lewin’s 3-Stage Model of Change

Lewin’s Change Management Model was developed by Kurt Lewin. The model is based

on three stages including unfreezing, changing and refreezing. It is simple and easy applicable

within the organizations. In the first stage of unfreezing, communication is the most important

and critical component. In this stage, the employees got information about the change and

leaders to develop their understanding of the requirement of change. Leaders also discuss the

results f change and what are the potential benefits of the change. It is crucial that the employees

should be aware of the required change and why it is occurring within the organizational

structure. It will help them to positively add value to the change. In the second stage of the

theory, change implementation occurs within the organization. In this process, employees start

adjusting with the new change. It is the hardest stage and required the constant attention of the

employees. In this stage, the employees got the opportunity to manage the change and adopt new

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behaviors. The more are the employees get familiar with the change and motivated to manage it

the more are the chances of success. In the last stage, refreezing provide the employee's

relaxation because in this process they completely adopted the change and normal activities of

the organization starts. Many times, in this stage the employees receive an award on their best

and effective performances.

Pros

The pros of Lewin’s model include the factor that it is too simple and easy to follow. Its

methods are simple and easily understandable. It provides an easy explanation of the whole

change process. It is a plan and goal oriented model of change ("A comparison between Lewin's

and Kotter's models of change", 2014).

Cons

The model is a rational one and it looks good on paper. During the implementation

process, several issues could arise. In the force field analysis, team members are required to

completely involve in the process. But the ones who are not happy, or have issues with the new

change and their issues were not solved by the leaders than their involvement in the force field

analysis lead towards issues. The force field analysis also creates issues when it is highlighted

that which employees are in the favor of change and which ones are against it ("A comparison

between Lewin's and Kotter's models of change", 2014).

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References

A comparison between Lewin's and Kotter's models of change. (2014). Retrieved from

https://tumpelontekeleet.vuodatus.net/lue/2014/08/a-comparison-between-lewin-s-and-

kotter-s-models-of-change

Change Agent Definition | Human Resources (HR) Dictionary. (2019). Retrieved from

https://www.mbaskool.com/business-concepts/human-resources-hr-terms/13108-change-

agent.html

Connelly, M. (2016). The Kurt Lewin Model Of Change. Retrieved from https://www.change-

management-coach.com/kurt_lewin.html

Webster, V., & Webster, M. (2019). Successful Change Management — Kotter’s 8-Step Change

Model. Retrieved from https://www.leadershipthoughts.com/kotters-8-step-change-

model/#kotters8stepchangemodelforleadingchange

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