Models of Organizational Change Essay

Organizational replace is occurring at an intense rate deep down modern organizations, as demands to go forward current with technology and marketplace trends be ever increasing. Although knowledge exists amongst focal shew and lead friendshiping the need for tilt, the ability to deliver the expected results of proposed tilts often fails. upstart literature rattling suggests that failures are frequently attributed to the level of employee involvement and commitment, and that employees actually play a major role in the success or failure of change within organizations (Shin, Taylor, & Seo, 2012, p. 727).There are various theories of organisational change, many of which have corresponding precedents that can be applied to change surgical processes. Although much(prenominal) theories have differing strategies, most share common elements, to include a clear vision for the organization, the role of the leader in the initiative, the chat process amongst key stakeholde rs and employees, and overcoming opposition to change. That said, it is the intention of this paper to evaluate 2 proper(postnominal) models of organizational change, and to appraise how each model incorporates those common elements within their framework.Kurt Lewin Three-Phase flip-flop Theory and ModelKurt Lewin proposed a three- microscope stage change system in the 1940s however, his theory, together with a corresponding change model, has major implications for modern organizational change initiatives. The three phases of the model are as follows unfreeze-transition-freeze, and are meant as a straight forward approach to organizational change. What is more, Lewins model has been utilized by many well-known corporations, and has a be track record of success.Role of the Leader in Lewins ModelAccording to Lewin, the role of the leader in implementing the three-phase process is mutifactoral, as at each phase, leadership is central. For example, during the un halt phase, the l eader creates a sense of urgency, which is all over by generating awareness and understanding of the need for change. It is also during this phase that communication between the leader, key stakeholders, and employees is essential in order to reach the adjacent phase of transition.During the transition phase, the leader is responsible for the development of organizational social organization and process changes that will ultimately be shaped by new(a) behaviors, values and attitudes (Kurt Lewin 3 phases change theory, 2012, para. 3). Once the transition phase reaches the direct of successful re-structuring, the final freeze stage must occur, and also be maintained. This is the point at which the leader must ensure that adaption to the change has crystallized, as the possibility for the organization to revert back to old ways (Kurt Lewin 3 phases change theory, 2012, para. 3) exists, unless the changes are continually reinforced.Three-Phase Change Model Overcoming ResistanceAlth ough angiotensin converting enzyme may expect immediate resistance to change, this is generally not the case. In fact, during the unfreezing stage, most ply and management are willing to change (Kurt Lewin 3 phases change theory, 2012, p. 4) however, there are still others that will require greater provocation. The leaders role to resistance is in generating motivation. This is done by dismantling the status quo through educational initiatives, and the provision of tangible examples of proven success.Additionally, lines of communication must remain open, allowing for the building of a guiding coalition, and the validation of an unwavering cohesiveness. Overcoming resistance also entails the leaders personal involvement, prudence to empowerment, stoppageing open to negotiation, and use of milestones as a means for illustrating successes. As the freezing stage nears, the leader must remain cognizant of any barriers to maintaining the change. Furthermore, a forward outlook is esse ntial, which will be sustained through useful communication, ongoing observation, training, and withal performance and reward systems (Kurt Lewin 3 phases change theory, 2012, p. 5).Three-Phase Change Model and CommunicationCommunication is truly the most central percentage to Lewins model. It is highlighted at each of the three phases, with lack of communication organism a barrier to successfully transitioning between phases. That said, it must not be discounted the impact that strong lines of communication have on successful change initiatives, as high percentages of change failures are often attributed to poor communication, and then hindering the transition process (Shin et al., 2012, p. 727).Harriss Five-Phase ModelBen Harris developed a louvre-phase organizational change model in the mid 1970s. According to Harris, the phases are sequential however, they often overlap one another (Lunenburg, 2010, p. 4). The five-phases are as follows planning & initiation, momentum, prob lems, bit point, and termination.Five-Phase Model Role of the LeaderUnlike Lewins three-phase model, Harriss model is less dependent upon concrete leadership initiatives at each phase. For example, per the five-phase model, the role of the leader is accentuated most at phases II-IV posited by Lunenburg when he acknowledged the importance of leadership at various phases of program implementation (Lunenburg, 2010, p. 5). During planning and initiation, the leader introduces the proposed change, goals, activities, and necessary resources. , and mounts interest among individuals (Lunenburg, 2010, p. 5), which is dissimilar to Lewins excogitation of a sense of urgency at the unfreezing stage.During momentum, strong leadership is accent for the development of goal-directed activities, and the organizing of processes meant to serve as the point at which employees stick personal growth through involvement. At the problems phase, leaders must stay focused on imminent issues, including t he complexity of plans, differences between involved parties with regard to perceptions and goals, demands of responsibility, conflict, and individuals not fulfilling duties and expectation (Lunenburg, 2010, p. 5). It is up to the leader to direct the actions necessary for the culmination of this phase in order to move on to the turning point.During the turning point phase, the leader continues to act as facilitator for the continued growth of problems, or he moves the group forward if problems have been overcome. Solid leadership is of import here, as the point at which the change coalition should see results of initial planning, and experience the momentum of the change process. Similar to Lewiss transition phase, dialect at this phase is placed on behaviors, values, and attitudes (Kurt Lewin 3 phases change theory, 2012, para. 2).At termination, the leader must attempt to break down any barriers to the success of the change. This phase comes with a twofold strategy, which on one hand addresses authority change failure, and on the other hand, the possibility for change success. It is also the point at which resistance to change becomes most evident therefore, the investment of leadership is vital to this phase.Harriss Five-Phase Model Overcoming ResistanceThere is very critical focus within Harriss five phases on leaders overcoming staff resistance to change. In fact, of all five phases, it is not until termination that aid to resistance is even highlighted. Unlike Lewins model, which does not allow for transitioning between phases if opposition is met, Harriss model affords for a five-phase transition, even in the look of potential failure. This is a good example of a five-phase model weakness, and three-phase model strength.Harriss Five-Phase Model and CommunicationHarriss model does not specifically stress the importance of communication as does Lewins model however, it is implied in the description of the leaders responsibilities at each phase. Noti ceably, each of the five phases alludes to the need for leaders to effectively and consistently communicate with staff in order for certain activities and goals to be accomplished. The difference however, between Lewin and Harris, is that Harris allows for the transitioning between stages even when barriers to success persist.ConclusionAs organizations face the ever-increasing demands of technology, together with the challenges of staying current with marketplace trends, the need forchange will remain imminent. With various strategies in instauration for the execution of change initiatives, leaders must stay abreast of the specific demands of their fields, while also maintaining solid lines of communication and solid leadership within their organizations. It is also important that change models with proven effectiveness be implemented, and that they are well-matched to the situation. Relative strengths and weakness of any change model will eternally exist, but through solid and ef fective leadership, the potential to overcome such weakness and the likelihood of change success is altogether probable.ReferencesKurt Lewin 3 phase change theory universally accepted change management. (2012). Retrieved from http//www.change-management-consultant.com/kurt-lewin.html Lunenburg, F. (2010). Approached to managing organizational change. 1, 12, 1-10. Retrieved from http//www.nationalforum.com/electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C%20Approaches%20to%20Managing%20Organizational%20Change%20IJSAID%20v12%20n1%202010.pdf Shin, J., Taylor, M. S., & Seo, M. (2012, June 1). Resources for change the relationships of organizational inducements and psychological resilience to employees attitudes and behaviors toward organizational change. academy of Management Journal, 55(3), 727-748. Retrieved from http//ehis.ebscohost.com.library.gcu.edu2048/ehost/pdfviewer/pdfviewer?sid=5a0184b6-033b-45ea-a35a-e84a3a89923d%40sessionmgr110&vid=8&hid=116