Management Careers and Diversity (MUST BE IN APA FORMAT)
tywys01
Wk9ChangeModels.pptChange Models
Kotter’s Eight Stage Process
- Issue based change
- Moderate toxicity and moderate resistance within the organization
Establish a sense of urgency
Create a guiding coalition
Formation of group
Belief you can do it
Adequate payoff
Describe the issue
Kotter’s Eight Stage Process
Develop a vision and strategy
Communicate the change vision
Empower broad-based action
Believing you can get things done – achieve
Affiliation
Power – done through other people
Generate short-term wins
Consolidate gains, and produce more change
Anchor change with new approaches in the culture
Harvey’s Checklist Model
- Overcome a toxic situation
- High resistance and toxicity – urgency
Is it a good idea? Do the benefits outweigh the risks?
Is there moderate strain among the people?
Five stress inducing strategies –
authoritative command,
sanction,
evaluation,
targeting, and
norm incongruence
Harvey’s Checklist Model
Do they believe they can do it?
Theory of small wins – Celebrate the baby steps
When you don’t believe you can change you don’t
Is there a positive vision?
Is there a payoff for the change?
Is there participation in the change?
“Buy-in” – if you don’t have buy-in you don’t have change
Kirkpatrick’s
Manager’s Model for Change
- Communication based change
- High trust and low toxicity
- A high change organization
Determining the need or desire for change
Prepare tentative plan(s)
Analyzing probable reactions
Making a final decision
Kirkpatrick’s
Manager’s Model for Change
Establishing a time table
Communicating the change
Implementing the change
Start the cycle over
