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    Lewin and Kotter’s Change Management Models

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    Al-Haddad & Kotnour (2015) describes the change models of Kotter and Lewin. In an essay, compare and contrast these
    change models or any other early research that focuses on individual behaviors and resistance to change.

    1. Explain each step of the change model.
    2. Compare and contrast each model of change.
    3. Explain the impact of each model on implementing change and resistance to change.

    Essay should be three pages in length, not including the title page or reference page.

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    1. Lewin and Kotter's Change Management Models
    Change Management effectively deals with the acceptance and controlling of change. These two Models of change help the organizations to implement the changes effectively.
    Lewin's Change Management Model
    This model describes the Change process in three steps:

    (Source: toolshero.2015)
    This is the important stage in the Change Model that describes that it is essential to create an ideal environment for the change to take place. Before implementing the required change, the preparations are made for the desired change by creating awareness among employees and communicating the benefits of change to them (Weinmann, 2016). The main aim of this stage is to motivate the employees to accept the change by understanding the reason behind the change and the benefits which they can avail because of that change. Furthermore, it is also essential to explain all employees that change is very important for creating competitive advantage for the organization.
    Change or transition:
    This is the next stage in Change Model which involves implementation of desired changes that are essential to achieve competitive advantage for the organization. The main aim of this stage is to move the employees from the existing state of affairs to new state by motivating them towards acceptance of required change. The employees are ready to accept change by understanding the reasons behind change and its benefits.
    This is the last step which involves stabilization of new state after the change. The aim of this stage is to ensure that people employees cannot go back to their old state of working. The changes that are made to the organizational process, goals and procedures are effectively accepted (Cartlidge, 2015). Positive rewards and grants are providing to strengthen the efforts of each individual so that they become more comfortable to the new state after the change.
    Kotter's Change Model
    This Model describes the Change Management in 8 Steps which is effective in implementing organizational change. The Steps of Model are explained as follows:

    (Source: toolshero.2015)
    Create a sense of Urgency:
    This step is considered as the most important step in the change management model of Kotter. It includes that awareness should be created among employees about the urgency of need for change in the organization. This step involves ...

    Solution Summary

    Continuous change is inevitable in present business environment. This response discusses two change management models i.e. of Kotter and Lewin. Each step of these models is discussed. Further, guidelines are provided to compare and contrast these models. Also, impact of each model on implementing change and resistance to change is discussed.