Change Management Framework Analysis

Running head: CHANGE MANAGEMENT FRAMEWORK ANALYSIS
CHANGE MANAGEMENT FRAMEWORK ANALYSIS
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CHANGE MANAGEMENT FRAMEWORK ANALYSIS1
Executive Summary
The report is based on the analysis of change management frameworks that have an impact
on the organizational operations. The change management models that have been taken into
consideration for analysis are Kotter’s eight step model and Lewin’s change management
model. The role that is played by the managers in development of an organizational culture is
a major part of the analysis that has been made in the report. The example of IBM has been
able to provide an understanding based on the ways by which change management can affect
the culture that is developed within the organization.

CHANGE MANAGEMENT FRAMEWORK ANALYSIS2
Table of Contents
Introduction....................................................................................................................2
Discussion of Kotter’s Change Management.................................................................2
Discussion of Force-Field analysis................................................................................4
Role of a manager in changing the culture of the organization.....................................7
Case of change management in IBM.............................................................................8
Conclusion......................................................................................................................9
References......................................................................................................................9

CHANGE MANAGEMENT FRAMEWORK ANALYSIS3
Introduction
As discussed by Agote, Aramburu and Lines (2016), change management is
considered to be a systematic approach that helps the organizations to deal with
transformation or transition of the goals, technologies and processes of the organization. The
major purpose of change management is based on the proper implementation of strategies
that have the ability to adapt to the changes that take place in the external environment (Al-
Ali et al. 2017). The proper adaptation to changes is able to affect the ways by which
organizations are able to maintain the operations in the industry for longer period of time.
The change strategies are considered to be an important part of the structured process that is
implemented by the organizations in order to the manage the employees (Al-Haddad and
Kotnour 2015).
The report will be based on the analysis of different change management models that
can be implemented by organizations in order to maintain the organizational operations in a
fast changing work environment. The two change management models that will be analysed
in the report include, Kotter’s change management model and force-field analysis (Alvesson
and Sveningsson 2015). The process of change and the role that is played by the manager in
effective change implementation is an important part of the analysis that will be made in the
report. The change management based activities that have been developed in IBM will also
be discussed in the report in detail. Different steps implemented by the organizations in order
to implement the changes is a major part of the analysis that will done in the report (Alvesson
and Sveningsson 2015).
Discussion of Kotter’s Change Management
As discussed by Appelbaum et al. (2015), John Kotter was a professor of Harvard
Business School and also a renowned change based expert. The model was introduced by