Change Management (Term Paper Sample)

Change Management
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Change is common and necessary in each business regardless to size, age and industry. Today the world is changing fast- it’s very dynamic. The very nature of change is in constant change and thus organizations have to cope with an increasing number of organizational changes, economic and technological processes which almost always happen simultaneously (Cameron, 2004). Therefore organizations must change as quick. An organization lacking such adaptability is prone to a collapse to be replaced with better organizations that are more suited to the environment. The following essay describes two change manage models that a company can incorporate when adjusting to change.
Organizations that are able to handle change adequately are able to blossom whilst those that are unable will most likely crumble. However, how organization cope with change varies. This is because businesses vary in nature and the ‘change’ itself is different and so do the individuals. The main model used by businesses to understand the process of change was one presented by Lewin Kurt in 1950s and it’s still relevant to date. The idea behind it is one of unfreezing – change and then refreezing. It was best known as the process of three stages (Murphy, 2007). Kurt Lewin was a physicist and a social scientist and he discussed organizational change with the comparison of a block of ice. Where one can melt a solid object (unfreeze), Then use it to re-mold it to the shape desired (change) and then finally go back to its initial stage (refreeze).
In the same light, change is a progression with dissimilar steps. It is possible for an organization to prepare itself prior to a transition. Lewin says that for a successful transition on change, individuals ought to be motivated. The first change is the hardest and most stressful. The organization identifies and accepts a necessary change then breaks down some or all of the existing activities or operations to build up new ones. The management must use compelling new ideals so as to bring a new equilibrium. Without a motivated need for change, progress won’t be substantial.
In the change stage, people start to look for new ways in which to perform- taking new direction. At this point time and communication is essential so that everyone is in line with the concept. After the change has started taking shape and people embraced it, the organization ‘refreezes’ where it builds in consistency and stability in the new form (Drucker, 2005).
Another change management model is the McKinsey 7s model which gives a holistic approach to a business. It integrates seven factors that will be used as pointers to change. These include; shared values, strategy, structure, style, systems, skills and staff (Murphy, 2007). This method gives a general yet detailed way in how to diagnose and understand the whole organization. As is seen all parts are integral, but this method deals with change in a unified manner. The departments are thus aligned in a bid to determine the most efficient method of implementing a proposed strategy. Strategy refers to the plan devised to explore new competitive advantages, structure refers to the way the organization is aligned- who is in charge of what, systems are the daily procedures that get the job done. Shared values are the organization’s core values or culture and the general work ethic. Style refers to the leadership style used.
Staff comprises the employees and skills are their competencies in working in the organization. For this method to work well, all the elements have to be mutually reinforcing. Whatever change the company has, this model can be used to see how the different elements are interrelated ensuring that the impact ensuing from the chang...