Compare and contrast two change management models from the literature. Analyze and evaluate their implications for effectively managing organizational change. What are the strengths and weaknesses of each model? Describe how these two models would need to be modified to adapt to a global organization that operates in Asia and Latin America. How would the models adapt to the different cultures? Support your writing with current academic literature.© BrainMass Inc. brainmass.com May 20, 2020, 11:51 pm ad1c9bdddf
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In this dynamic environment, it is crucial for the organizations to execute the ongoing changes effectively by adopting various change management models as per culture and situation (Thowfeek & Jaafar, 2012). In this guideline compares and contrasts two change management models including ADKAR and Lewin's change management models by analyzing their implications for effectively managing organizational change in Asia and Latin America.
Compare and Contrast Change Management Model
ADKAR change management model is used to determine the forces and arrange the change initiatives accordingly. It is five stage models that stand for Awareness, Desire, Knowledge, Ability and Reinforcement. This model is crucial to get employee commitment to manage the change effectively. It is a goal oriented model for managing the change by communicating need of change, by defining a vision for implementing the change to ensure employee participation and engagement, by providing knowledge about the way of change through training programs, by developing ability among the employees to implement the change through better direction and guidance and by reinforcing to sustain the change through motivation approach (Gilley, Gilley & McMillan, 2009).
On the other hand, Lewin's Change Management Model includes three stages namely unfreeze, transition and refreeze to implement any change successfully. In unfreeze step, an effort is made to reduce the resistance for the change and prepare the organization for the new change through motivation. In this state, organizational people examine the patterns of norms and values that have been used to build the existing system and discuss the concerns and perspectives regarding the new change in these patterns for betterment. Transition step focuses on good leadership and reassurance to make the change implementation successful (Lawler & Sillitoe, 2010). It also enables the firms to establish an ongoing communication within the system to execute the changes successfully. Last stage of this model is refreeze that is helpful for operating the business under the new guidelines and a new sense of stability and making the employees confident and comfortable in new working environment. It is crucial to integrate the change with the establishment of equilibrium in the system (Lawler & Sillitoe, 2010).
ADKAR model is a bottom-up model of change management that incorporates the people at individual level upward to ensure the participation of each person ...
This response provides guidelines and references for comparing and contrasting two change management models from the literature. Strengths and weaknesses of each model are also discussed.