Essay on Change Model

This essay discusses two change models - Plan Do Check Action (Shewhart) Model and Kotter’s Change Management Model. It explains the process of both models and highlights their differences and similarities. The potential challenges of implementing these models are also discussed.

Essay on change model
Essay on Change model
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1Essay on Change model
Plan Do Check Action (Shewhart) Model
The Plan-Do-Check-Act model is a four-step cycle for carrying out any change. It was
developed by W. Edwards Deming and It is also referred as the "Shewhart cycle". As a circle
has no end same way the PDCA cycle is continuous process of “PLAN- DO- CHECK- ACT”
which should be repeated for perfect project planning accomplishment (Al-Haddad, & Kotnour,
2015).
Process
Plan: It is about recognizing an opportunity and planning a change.
Do: Implement the change.
Check: it is reviewing the test and finding the differences from the benchmark.
Act: It is the act of coining a process to improve. Differences are noted from the "do" and
"check" phases to identify issues with the process.
Plan Do Check Action (Shewhart) Model is scientific method of hypothesis, experiment,
and evaluation. It helps to change the demand for something by showing how to extreme the
tolerance level by improving the quality of goods. A fundamental principle of PDCA explains
the process of confirming a hypothesis, executing the cycle again to extend the knowledge
further. Repeating the PDCA cycle brings the users closer to the aim, ultimately reaching a
perfect operation and output (Łampika, Burduk & Chlebus, 2019).
Kotter’s Change Management Model
John Kotter introduced the “Kotter's 8 Step Change Model” that can improve an
organization's ability to gain success. It works by identifying, extracting and adapting the success
factors in a systematic manner to bring the expected outcome (Gupta, 2011).
Create a sense of urgency- It is to make the employees aware of the need and urgency for
change. This requires an honest and convincing dialogue.

2Essay on Change model
Create a guiding coalition- Identifying the effective change leaders in the organizations. It
can be key stakeholders. Form a powerful change coalition in short forma strong who can
work in coalition.
Developing a Vision and a Strategy- It is required to form the core values and defining the
vision. A new strategy is formed to realize the change in the organisation.
Communicating the Vision- To communicate the change of the vision in a powerful way of
convincing.
Removing Obstacles- To ensure that organizational processes and structure working in place
and aligned with organizational vision.
Creating Short-Term Wins- By winning short term goals in the beginning of the change
process gives a feel of victory in the early stages of change.
Consolidating Gains- Achieve continuous improvement by exercising the new methods of
the success stories.
Anchoring Change in the Corporate Culture- To tell the successful stories which are
related to change initiatives on all opportunity. To make the change an integral part of the
organization.
Differences and similarities
Both the model works towards bringing a change in the organization. They both target
the internal factors that can be modified by instigating a change theory in the human resource of
the organization. It works by enforcing new change in the existing framework of the organization
(Todnem, 2015).
Differences-
Plan Do Check Action (Shewhart) Model

3Essay on Change model
It works in four stages and it’s a continuous process of Plan, Do, check and action. It must go in
a circle and not in line.
It works on the scientific method. Observation is the first step which is followed by action,
correction and redo.
It is only possible to implement in a team. It requires all the department of the organization to
adopt the process together.
Kotter’s change model
This model causes change factor to become a campaign. It works on emotional front
when leader convince the employees of the urgent need of change (Rose, 2012).
It works by establishing a sense of urgency, is essential to inspire the necessary
teamwork, ideas, to make sacrifices related to the change.
A manager can alone work by creating a change vision to provide employees with a clear
understanding of what the change required.
Potential challenge
Shewhart model is to follow the process of Plan-Do-Check-Action continuously that
may create lack of interest in people to work on the same work again and again. It is a costly
process as improvement is sometimes costly (Lewis, 2007).
Kotter’s model address fundamental changes for new market and it do not fits for all
kind of changes. It is a rigid approach as it needs to be followed in sequence. Missing any
step does not bring the expected change in the organisation. Many times the leaders are not
able to motivate the people which make it difficult to follow the eight step model. Resistance
to change and willingness to follow the change is a major challenge for kotter’s model.

4Essay on Change model
References
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management, 28(2), 234-262.
Gupta, P. (2011). Leading innovation change-The Kotter way. International Journal of
Innovation Science, 3(3), 141-150.
Łampika, Ł., Burduk, A., & Chlebus, T. (2019, May). A Model of Production Process
Stability Measurement and Control with Use of Shewhart Control Charts.
In International Scientific-Technical Conference MANUFACTURING (pp. 218-230).
Springer, Cham.
Lewis, L. K. (2007). An organizational stakeholder model of change implementation
communication. Communication Theory, 17(2), 176-204.
Rose, K. H. (2012). Leading change: A model by John Kotter. Retrieved December, 5, 2006.
Todnem By, R. (2015). Organisational change management: A critical review. Journal of
change management, 5(4), 369-380.