Organisational Change Model

Running head: ORGANISATIONAL CHANGE MODEL
Organisational Change Model
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1ORGANISATIONAL CHANGE MODEL
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1. ADKAR model................................................................................................................2
2.1.1. Advantages of ADKAR model................................................................................3
2.1.2. Disadvantages of ADKAR model............................................................................3
2.2. Kotter’s Eight Steps to Change.......................................................................................4
2.2.1. Advantages of Kotter’s Eight Steps to Change........................................................5
2.2.2. Disadvantages of Kotter’s Eight Steps to Change...................................................5
3. Conclusion..............................................................................................................................5
References:.................................................................................................................................7

2ORGANISATIONAL CHANGE MODEL
1. Introduction
Change is important in every facet of life. It is particularly more important for
allowing the employees for learning new skills, exploring the new opportunities and
exercising their innovation and creativity in different ways. It often plays positive role in
building up a sense of competition that further leads to a desire in between organisations for
developing themselves more as compared to their rivals. Also, there are several unexpected
obstacles that one might encounter from the teams or staffs while implementing a change
within his or her organisation. However, management of organisational change is an ongoing
process which takes huge time, dedication, efforts and expertise for implementing and
running. This report is going to elaborate on describing two different organisational change
models and presenting their Pros and Cons. The two chosen change management models are
the ADKAR model and the McKinsey 7-S model.
2. Discussion
2.1. ADKAR model
ADKAR change management model is the approach which focuses on the individuals
who are responsible behind the change, instead of the change itself. It is to note that the
ADKAR change model was developed by Jeffrey Hiatt. Jefferey Hiatt was the founder of
Prosci model as well. However, the ADKAR model stands for a set of five goals which are
required to be achieved for bringing a change. These goals are- Awareness (A), Desire (D),
Knowledge (K), Ability (A) and Reinforcement (R). As per Gilani, Kozak and Innes (2018),
there are a total of five steps for ensuring that there is employee support within an
organisation and they are all identified by the ADKAR model.
a) Awareness- Employees in an organisation are required to be well aware of the
particular change that is taking place, along with its importance. In case if the