Running Head: CHANGE MANAGEMENT
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5-1 Report: Change Management Model
MBA 687
SNHU
CHANGE MANAGEMENT
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Introduction
In Singaporean Software Solutions, a number of communication and coordinated issues
exist between the employees of the U.S. branch and the Singaporean branch. Poor communication
can adversely affect organizational performance (Musheke & Phiri, 2021). In order to address these
issues in the organization, it is imperative to have a robust change management plan that can help to
resolve the identified concerns. However, before introducing and implementing change, it is
necessary to have a thorough insight into diverse change management models and choose the most
appropriate model. In the report, different change management models have been introduced, and
the most suitable model has been chosen. l l l
Brief description of change management models
A number of change management models exist that can be used by firms to transform from a
specific situation to a desired one by focusing on a structured coordination process among the
stakeholders (Galli, 2018). Some of the key models that Singaporean Software Solutions must
consider before finalizing a model are the ADKAR change management model, Kotter’s change
management model, and Lewin’s change management model.
ADKAR change management model - It is an outcome-oriented method that aims to reduce the
resistance from human factors to organizational change. It stands for awareness, desire, knowledge,
ability, and reinforcement. Awareness and desire are vital to encourage individuals to move from
the current state. Elements of knowledge and ability are introduced during the transition process.
Finally, the reinforcement stage takes place, which focuses on the future. The model acts as a vital
instrument that helps to improve the connection between individual performance, organizational
change management, and business outcomes (Boca, 2013).
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Kotter’s change management model – John Kotter has introduced an 8-step change management
framework that involves increasing the sense of urgency, building a guiding team, developing the
vision, communicating for buy-ins, empowering action, creating short-term wins, not letting up,
and making change stick. Each of the stages plays a cardinal role and helps to make a gradual change
in the organizational setting. Regardless of the specific kind of change that is needs to be taken, a
methodical and systematic approach is crucial to ensure that all the members of an entity are
involved in the process (Aldemir, 2019).
Lewin’s change management model – It is a simple framework that helps to comprehend how
change can be introduced in an organizational context. The three-step model introduced by Kurt
Lewis focuses on unfreeze, change and refreeze. The unfreeze stage involves preparing the entity to
accept that change is essential. The next stage is when individuals start to resolve their uncertainty
and move towards the change process. It is the stage in which the transition process begins. In the
final stage, the impact of change can be observed, and it is evident that people have accepted the
change. Thus, at this stage, there is stability and consistency in terms of performance. According to
Shen, the role of leadership is critical to ensuring the effectiveness and success of the change
management model (Cummings et al., 2016).
Comparison of benefits of the change management models
An in-depth comparison between the benefits of each of the change management models has
been presented. The evaluation can guide in selecting the suitable change management model that
can be implemented in Singaporean Software Solutions to address the issues relating to
communication and coordinated issues that exist between the U.S. branch employees and the
Singaporean branch employees.
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The main benefit of the ADKAR change management model is that it supports individual
change. It serves as a goal-oriented instrument that helps a person to focus on five critical areas to
adapt to change. It supports individual employees as well as leaders to bring change in the
organizational setting.
Kotter’s change management model serves as a simple and comprehensible step-by-step
guide that provides a clear description of the entire change process. One of its major strengths is its
simple nature, which encourages employees to be actively involved in the change process (Brock et
al., 2019).
The main benefits of Lewin’s change management model are that it helps to deal with the
uncertainty relating to change as well as the resistance that may arise while implementing change in
the organizational context. It offers an overall blueprint that can guide leaders to bring about the
desired change in the workplace.
Each of the change management models has a unique set of benefits that must be taken into
consideration while implementing change in Singaporean Software Solutions so that
communication and coordination between the Singaporean and U.S. branch can be strengthened
Appropriate change management model for the U.S. branch
The most appropriate change management model for the U.S. branch is Kotter’s change
management model. This model has been chosen because it would offer detailed guidance to
facilitate change and help the employees to make the transition. Based on the self-evaluation of the
leaders and the results of the employee engagement survey, some of the key issues that need to be
addressed are poor cross-cultural awareness and change management skills among the leaders and
poor employee appraisal, recognition, or promotion, and the lack of confidence of the staff in the
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leadership to bring about an effective change. In order to address these concerns, the simple yet
powerful change management model by Kotter is most suitable. It would guide the employees to be
a part of the change process and ensure that the buy-in of every single organizational personnel is
taken into consideration.
Kotter’s change management model will help to resolve the identified issues by creating a
shared vision that would guide the employees of the U.S. branch and the Singaporean branch to
achieve the organizational goals. The other features that make it an ideal choice include robust
communication, making changes in the corporate culture to bring and maintain change (Pollack &
Pollack, 2015).
Conclusion
The adoption of change management is vital in the context of the Singaporean Software
Solutions business so that the employees of the U.S., as well as the Singaporean branch, could work
in a cohesive manner. By bringing about necessary change, it will be possible to create a healthy are
nurturing working relationship between the ranches and meet the organizational goals. l
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References
Aldemir, E. (2019). Models and Tools of Change Management: Kotter’s 8 Steps Change Model.
Boca, G. D. (2013, March). Adkar model VS. quality management change. In International
Conference Risk in Contemporary Economy; Faculty of Economics and Business Administration,
Dunarea de Jos University of Galati: Galati, Romania.
Brock, J., Peak, K., & Bunch, P. (2019). Intuitively leading change: completing a kinesiology
department-to-school transformation using kotter’s 8-stage change model. J Physl Educ, 6, 14-24.
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking
Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.
Galli, B. J. (2018). Change management models: A comparative analysis and concerns. IEEE
Engineering Management Review, 46(3), 124-132.
Musheke, M. M., & Phiri, J. (2021). The Effects of Effective Communication on Organizational
Performance Based on the Systems Theory. Open Journal of Business and Management, 9(2), 659-
671.
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an organisational
change program: Presentation and practice. Systemic practice and action research, 28(1), 51-66.
