Running Head: CHANGE MANAGEMENT
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5-1 Report: Change Management Model
MBA 687
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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. ad ad
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
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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).
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
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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.
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
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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 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. ad
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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.
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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.
