Knowledge Based on Change Management Concept

RUNNING HEAD: CHANGE MANAGEMENT
Change Management

CHANGE MANAGEMENT 1
The discussion is based on Change Management Models. It lays emphasis on the aspect
of universally recognized change models. It also provides insight with their impact on the change
management process. The key aim of the discussion is to upgrade the knowledge based on
change management concept.
Change Management refers to the implementation of essential changes within the
business (Al-Haddad & Kotnour, 2015). According to Kotter’s Change Model, the change
management process consists of eight steps. It suggests that a leader should develop urgency for
the necessity of change. A Leader must form an influential union to manage change. It involves
developing a vision for the change and communicating the same to the respected individuals. It
should be shared in an effective and frequent manner to gather the required attention (Smollan ,
2011). It also requires eradicating the obstacles that hinder the implementation of change
management. For this approach, change leaders are hired to facilitate smooth functioning. It
builds up the duty of change management to identify the individuals resisting change and
assisting them. It requires developing early targets and generating short term wins to boost the
morale and motivation of the individuals in the change process. Lastly, it requires building the
changing concept and anchoring the changes in the environment (Hawkins, 2017).
As per the Kurt Lewin’s Change model, ‘Unfreeze’ is the initial stage in the change
management process. It is a critical step as it involves motivating individuals to develop a need
for change. It involves acknowledging individuals with the need and importance of change in the
work process. Additionally, it involves inspiring individuals to adopt new practices to attain
better results. It is analyzed that effective communication plays a significant role in this stage
(Burnes, 2017). ‘Change’ is the second stage. It requires cautious planning, encouragement and
effective communication to boost employee motivation as change is implemented at this stage.
Thus, at the change stage, the employee adopts required changes. ‘Refreeze’ is the last stage of
the process. It must include effective plans to sustain change within the environment. It involves
ensuring that the changes are fully utilized and accepted. At this stage, employees should be
rewarded for the successful implementation of changes (Cummings, 2016).
In relation to the above paragraphs, it is assessed that Kotter’s change model is more
descriptive than Kurt Lewin’s model. Kotter’s change model is comprised of eight steps whereas
Kurt Lewin’s model only consists of three steps (Grady V. M., 2011). It is examined that