Running head: Change Management Models 1

Change Management Models

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Change Management Models

Change Management Models are structures which exemplify a basic idea, a philosophy, a

substance metamodel, and a top to bottom way to deal with accomplishing the change

destinations and cultivate appropriation and acknowledgment of the new wanted state. It can be

seen as a compass to explore and establishment transformational change. Building up an

organized way to deal with change is basic to help guarantee an advantageous progress while

alleviating disturbance, (CIO Pages, n.d.). Change management models include but are not

limited to Kotter’s theory, Lewin’s change management model, Nudge theory, ADKAR, Kübler-

Ross’ change curve, Bridges’ transition model and Satir change model, (Mulholland, 2017).

Lewin’s change management model is the most common

Lewin’s change management model has 3 stages: unfreeze, change and refreeze.

Unfreezing is the readiness stage. Here the employer should get readied for change. The

significant advance here is to improve open employee communication clarifying why change is

essential. The objective is to beat resistance to change from employees as much as could

reasonably be expected. At the second stage, change, is where implementation of the changes is

done. Good administration and viable representative correspondences are critical here. Refreeze,

is the stage wherein change is acknowledged and workers return to their daily schedule. This

stage ought to be considered as steadily going. Pioneers should ensure that changes are embraced

and utilized even after the management objectives have been accomplished, (smarp, 2020). This

is the most popular model and also the most effective model.

The McKinsey 7s model is an instrument that examines association's hierarchical plan by

seeing 7 key inner components: procedure, structure, frameworks, shared qualities, style, staff

and abilities, to recognize in the event that they are viably adjusted and permit association to
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accomplish its destinations. McKinsey 7-S Model is best for firms that are not sure what change

they need but know that change is needed. There are 4 steps to be followed. The first is

Identification of the areas whose alignment is not effective. Then comes the determination of the

ideal association plan. After which a choice is made on what and where changes ought to be

made. Implementation of the changes is done and a review of the seven s is done continuously,

(Ovidijus, 2013). This method basically focuses on the structures of the firm.

`The most effective model is Lewin’s model. Regardless of how consistent or very much

arranged the new strategy may be, purchase in from workers is pivotal. Lewin's change the

executive’s hypothesis helps represent both the vulnerability and protection from change that can

be competent at all staff levels inside an association, (Huarng & Mas-Tur, 2016). This is what

lacks in the other models thus qualifying Lewin’s to be the best.

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References

(n.d.). doi:https://asq.org/quality-resources/change-management#:~:text=Change
%20management%20is%20defined%20as,its%20internal%20and%20external
%20processes.&text=Developing%20a%20structured%20approach%20to,beneficial
%20transition%20while%20mitigating%20disruption.
CIO Pages. (n.d.). Retrieved from cio pages web site: https://www.ciopages.com/change-
management-models/
Huarng, K.-H., & Mas-Tur, A. (2016). Turning Kurt Lewin on his head: Nothing is so theoretical
as a good practice. Journal of Business Research, 69(11), 4725-4731.
Mulholland, b. (2017, July 24). 8 Critical Change Management Models to Evolve and Survive.
Retrieved from https://www.process.st/change-management-models/
Ovidijus, J. (2013). Retrieved from strategic management insight:
https://strategicmanagementinsight.com/tools/mckinsey-7s-model-framework.html
smarp. (2020). 5 Change Management Models. doi:https://blog.smarp.com/5-change-
management-models-to-take-a-look-at#:~:text=Lewin's%20Change%20Management
%20Model,%3A%20unfreeze%2C%20change%20and%20refreeze.