Change Management Question 2022

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
Name of the Student
Name of the University
Authors Note

CHANGE MANAGEMENT1
Response to Question 1
Change management is deals with behavior people in supporting each other for adapting
to organizational changes. Kotter’s eight stage model is most widely used model that depicts
different stages, each of which acknowledges some important principles that relate to the
responses of the people and their approaches towards any change (Kotter 1995). The errors that
are being made by the people within the organization in performing change management-
1. People lack patience and does not emphasize much on the preliminaries.
2. The top executive members and the eminent members of the organization must form a
coalition and they need to be strong enough in terms of reputations, title, knowledge,
information, expertise and relationships in order to motivate and guide the people within
the organization and it lacks in reality (Tang 2019).
3. The people cannot get a fair idea without a clear statement that will tell them where they
are being leaded.
4. The change process is impossible if the people within the organization are not willing to
help themselves and the others.
5. Renewal always requires removal of obstacles and there are many people within the
organization including some senior members that act as obstacles in the change
management process.
6. Most of the people give up very easily rather than trying to make some short-term win-
win situations.
7. Most of the managers within the organization declare victory too soon as soon as there is
an improvement in performance (Cameron and Green 2015).

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8. If the people are not monitored and the pressure of the change is removed very soon, then
the change management process starts degrading.
Kotter observed all these behavioral patterns of the people within the organization and
formulated the eight step model on its basis, which is discussed as below:
1. Establishment of a sense of urgency– All the potential aspects of the market is needed
to be considered and the market should be examined thoroughly along with its
competitiveness. The threats and opportunities are to be clearly determined.
2. Formation of a strong coalition- This requires making and assembling a group that have
enough knowledgeable and powerful resources to motivate the workforce and that will
encourage the workforce to work together as a team.
3. Creation of a vision- A clear vision statement is required to be prepared that will be very
precise and clear. Clarity will help in better understanding of what the change
management will lead to.
4. Communication of the vision- All the channels of communication are to be used
properly in order to convey the vision to the workforce properly without any
miscommunication. The strategies should be clearly communicated and understood and
new behaviors and expectations are to be properly conveyed as well (Hayes 2018).
5. Empower actions – The systems that do not match with the vision are needed to be
changed. Constructive feedbacks and support from the leaders as well as rewards, awards
and recognition will also act as a guiding force to remove the obstacles.
6. Short-term wins- The leaders and the managers must setup short-term objectives rather
than giving up waiting for the long-term gain.

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7. Consolidation of improvements and creation of more changes- The team needs to be
persistent and keep on encouraging the workforce instead of giving up. Rather than
declaring victory too soon, achievements are to be highlighted and future milestones are
to be setup.
8. Make the change stick- Changes are to be monitored and deviations are to be corrected.
The change must be weaved into culture.
There are a number of change management theories that have been developed over the years
and these theories are somewhat interlinked with what Kotter has observed and suggested. The
theories are-
1. Lewin’s Change Management Model – This process involves steps of unfreezing,
change and freezing. The unfreezing process is linked with creating urgency and forming
coalition. The change is linked with vision, communication, empowerment and short-
term winnings. The refreeze process is linked with creating more changes and sticking to
the change (Cummings, Bridgman and Brown 2016).
2. McKinsey 7s Model – This theory involves strategy, step, structure, systems, shared
values, style, staffing and skills. The first four stages are strongly aligned with Kotter’s
model (Ravanfar 2015).
3. ADKAR Model – It deals with Awareness, Desire, Knowledge, Ability and
Reinforcements. All these strongly allies with Kotter in terms of urgency creation and
coalition formation (Karambelkar and Bhattacharya 2017).
4. Nudge Theory – It deals with behavioral science, political situations and economic
theories. It links with Kotter’s empowerment of action.