Change Management Plan

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The Positive Model

The second change management model to be discussed is the positive model, often times referred to as the “Positive Organizational Scholarship Model.” The key factors in the positive model are the firm takes time to review the areas of the company in which they are excelling. This helps them to determine what beneficial variables are assisting the employees to achieve the desired results. The managers and corporate leader then review the possibilities of increasing those same variables into other departments in attempt to have all areas of the corporation simultaneously produce high quality performance, where employee’s talents are maximized in all areas of the firm (Cummings & Worley, 2008).

The positive model consists of the following five stages:

The first stage in the positive model is managers and leaders review areas of the firm, in which performance is not reaching full potential, or areas where there could be a technology or communication struggle. For example the managers could make a comparison between productive and unproductive teams. What factors are making one team result oriented and conflict free, while the other team in the same company struggles? The struggling team will have changes implemented for the overall good of the corporation (Cummings & Worley, 2008).

The second stage is referred to as best practice, this is when the managers interview their staff and has them complete a survey (Cox, 2006). The feedback/ data provided to the managers allow them to learn what past historical events or trends motivated their employees to achieve desired performance (Cummings & Worley, 2008;).

Stage three is when the managers unite to share and analyze the data the subordinates provided. Openly discussing the information the employees provided allows the team of managers to identify common themes the majority of subordinates prefer. A major focus of stage three is to have the leadership team alter their personal viewpoint from “This is what our organization is,” to “This is what our organization can become (Cummings & Worley, 2008)!”

In stage four, management creates the future vision they agree upon. As a team they analyze the gathered data to identify gaps in the current practices and review how if modified balance and quality performance can be accomplished in all departments. The managers then share ideas and the future corporate vision with staff. For the change to positively occur it is important for all participating members to sincerely desire and alter their behavior for the new vision to be embraced throughout the organization (Cummings & Worley, 2008).

Stage five in the positive model consists of physically implementing the agreed upon variables into the corporation, making the vision into a reality. The positive model stresses the importance of communication and tracking of performance to measure if the alterations are achieving the desired changes (Cummings & Worley, 2008).