Theoretical Approaches to Organisational Change Management Review

This literature review critically evaluates theoretical approaches to leading organisational change management. It begins by defining change management and its importance for sustainable development, then explores various strategies and models, including Lewin's and Kolb's models, to improve change management. The review highlights the role of creative techniques and innovation in facilitating change acceptance and improving productivity. Furthermore, it emphasizes the critical role of leadership in successful change management, discussing autocratic and participative leadership styles. The review analyzes the application of different change management models and their impact on organisational success. The document underscores the need for continuous monitoring of internal and external factors to ensure change objectives are met, and the importance of aligning operational activities and strategies to achieve strategic change. This assignment, contributed by a student, is available on Desklib, a platform providing AI-based study tools for students.

A literature review critically evaluating the theoretical
approaches to leading organisational change
management

Table of Contents
LITERATURE REVIEW................................................................................................................3
Change management concept.................................................................................................3
Strategies and models to improve change management.........................................................5
Role of creative techniques for organisational change...........................................................6
Role of leadership in change management.............................................................................6
REFERENCES................................................................................................................................8

LITERATURE REVIEW
Change management concept
According to Conway and Monks (2011), change management is considered as one of
most essential practice in every business firm because it allows to have sustainable development.
With an application of change management the number of issues in terms of operation and
management can be overcome and lead business firm to impressive level of success. In addition
to this, it can be said that change management is referred as collective term in which number of
approaches are being prepared to support teams and organisation in respect to accepting change.
I can also state that it concludes the learning about methods under which diverse changes can be
taken into account (Diefenbach, 2017). Use of resources, budget allocation, etc are need to be
referred properly so that goals and objectives can be accomplished. As per view of Gill (2013),
change management is a process through which the transformation in the projects can be well
maintained. It allows to have better performance and ensure about the issues so
that organisational values can be well maintained. Change management is
the discipline that guides how we prepare, equip and support individuals to
successfully adopt change in order to drive organizational success and
outcomes (Lundy and Morin, 2013).
During the in-depth study of diverse articles on the subject I have
noticed that the change management can be classified into three different
stages such as individual, organizational and enterprise. Herzig and Jimmieson
(2016) has contended that in order to have individual change management
the consideration of psychological reactions within person need to be
referred properly. It is necessary to have understanding about the change so
that key values can be well maintained. Individual change management is
mostly considered critical when the particular skill need to be developed for
better sustainability. In addition to this, it can be said that organizational
change is considered as key aspect which is also need to be referred
properly. It is all about bring change among group of persons who work in a
team (Thomas and Hardy, 2011). In this, changes are being employed in order to

manage activities on a person to person basis. I can state that overall
working in such change management focuses on different kinds of
modifications in practice and skills according to need of each individual in a
team.
Cameron and Green, (2009) has argued that enterprise change management
is all about organizational core competency so that better differentiation can
be taken into account. It allows to adopt the change in more appropriate
manner. In addition to this, change management process is considered as
aspect which allows to bring changes in overall practice. It means the
practice is being promoted effectively in regard to diverse factors such as
organizational roles, structure, process, projects and leadership. With an
application of such values the issues can be overcome and lead business to
impressive level of success.
According to Fullan (2017), there are number of aspects which need to be
referred in change management for sustainable development. It is necessary
to ensure that change is being started from the top so that goals and
objectives can be accomplished. It has been noticed that every member like
leader, manager, general manager and board of directors also need to
analyze the change management circumstances. It means the coordination
of each level is essential in order to manage change and ensure that goals
and objectives are being accomplished. By having a proper involvement of
stakeholders in the change management activities the issues can be
resolved properly.
Kotter and John (2008) has contended that consideration of every level and
layer within organization is also essential because it assist in dealing with the
situation. It has been noticed that by having an effective focus on diverse
leaders and their practice in collective manner the motivation to accept the
change can be advanced. It is also significant to have long term
sustainability so that key measures can be overcome. It is also necessary to
have proper formal designing of stages so that key norms can be developed
properly. It will make understand about the issues and ensure that proper

steps are being taken into account to meet standards. I have also witnessed
that proper learning in regard to situational values is also essential because
it helps in analysing the values (Paton and McCalman, 2008). With an assistance
of this, change management tactics is also beneficial in order to ensure that
operational standards are well maintained. Issues in terms of application of
various measures is essential so that sustainable values can be
accomplished. Turner (2014) has asserted that environment must be created in
such manner that employee may feel valued. By having an effective
consideration of key measures the issues can be identified. It allows to take
decisions in appropriate manner so that sustainable values can be attained.
It will allow to have continuous improvement in performance and lead
business to impressive level of success.
Strategies and models to improve change management
According to Papenhausen (2009), there are number of models which need to be referred
by management in order to have proper change management. Lewins change management model
is one of most common model which is being employed by businesses to manage change. It is
has been noticed that change can be attained in an organization by considering different steps.
These steps have to be exercised in précised manner for better engagement of results in form of
effective attainment of change. Classification of stages can be as unfreeze, change and refreeze.
In addition to this, it can be said that unfreeze is a situation where the company focuses on
involvement of all members so that need of change can be developed (Perrott, 2011). With an
assistance of this, determination of need to be taken into account so that better change
management strategies can be framed. By having an actual learning in regard to measures of
change management the issues can be overcome. Nagarajah (2014) has contended that creating a
need to have changes in practice the issues must be referred so that goals and objectives can be
accomplished. It is essential to have understanding which is incorporate by change team for
better explaining about change and its different aspects. After that the change is stage where
actual information about the activities must be shared with all members so that goals and
objectives can be accomplished. By having an improved level of information in regard to ways
that can minimize the issue, change can be employed properly (Srianta and Trisnawati, 2010).

In addition to this, it has been noticed that number of activities are need to be referred so
that aspects can be empower properly to meet the change need. Refreeze is a stage where
organisation focuses on application and bring continuous change in practice. It is to provide a
strength and ensure that goals and objectives are being accomplished. In this respect, training and
development programs need to be organised so that change can be employed properly in order to
have sustainable development. Normandin (2012) has asserted that Kolbs model is also an
approach which assist in effective management of change. By having an effective consideration
of model the key types of styles need to be referred such as diverging, assimilating, converging
and accommodating. With an assistance of this, change can be managed properly because it
allows to have rational and reasonable values. I have also witnessed that diverging is considered
as stage where collective observation and understanding is being taken into account. It allows to
ensure that decision regarding change is being taken into account properly so that goals and
objectives is being accomplished. It also provides a standardised working so that sustainable
values can be promoted. It is necessary to have decision in appropriate manner to ensure that
process is being accomplished more effectively.
Cameron and Green, (2009) has contended that assimilating is considered as stage where
new ideas are being generated so that issue can be resolved. With an assistance of this, key
norms can be framed properly in order to mention sustainable opportunities. Apart from this,
converging people are more bends towards technical aspects instead offering efforts in the field
of human resource and inter-personal. It has been noticed that by having an actual learning about
the factors related to technical and other changes so that goals and objectives can be
accomplished. It is necessary for management to promote the convenience so that employees
may feel motivated in order to accept the change. With an assistance of this, key norms in regard
to sustainability can be accomplished. I have also acknowledged that accommodating is referred
as local and technical analysis which creates a dependency upon the perceptions and insight.
With an assistance of this, reliable information is need to be shared so that goals and objective
can be accomplished.
Role of creative techniques for organisational change
As per the view of Fullan (2017), creativity and innovation is considered as key aspect
which can assist in organisational change. If business firm is not having an innovative change in
the practice then it might be possible that outcome might get affected negatively. By having an

accurate information in regard to creativity and innovation the better ways to improve
productivity can be framed. With an assistance of this, overall practice can be developed and
lead to impressive level of success. In addition to this, it can be said that application of measures
in terms of innovation is necessary to refer so that better outcome can be attained. Kotter and
John (2008) has contended that rate of change acceptance can be advanced effectively with a
help of innovation. It has been noticed that application of standards in terms of innovation also
ensure the reliable change management so that goals and objectives can be accomplished. In
addition to this, it has been noticed that creative activities can be framed in order to motivate the
workforce so that they can easily accept the change. New standards can be set out in respect to
organisational change and its values so that long term sustainability can be promoted.
Role of leadership in change management
According to Turner (2014), leadership plays a critical role in success of change
management application. If company is looking to have change management application in quick
manner then management can focus on autocratic leadership style. By having an application of
such leadership style the issue in terms of sustainability can be overcome so that goals and
objectives can be accomplished. Papenhausen (2009), has contended that participative leadership
style is mainly framed in the situation where change need has be developed before application.
With a consideration of participative leadership the business firm can easily develop standards in
regard to sustainability. It allows to have effective identification of need through allowing
members to have involvement in diverse process. On the basis of needs identification and
suggestion the change strategy can be employed which will lead to impressive level of success.
Company has to entail continuous monitoring of internal as well as external factors in order to
ensure that no negative impact can destroy change objectives.
By having a detailed consideration of diverse factors the issues need to be overcome and
lead business to impressive level of success. With an application of leading change practice the
management can effectively change vision, mission and interest. Both operational activities and
strategy will be linked in order to attain sound strategic change. According to Nagarajah (2014),
leadership style helps in make sure that change is being implemented properly. If leader is not
having an appropriate involvement in the practice then it might be possible that morale of
employees might get affected. With an effective consideration of leadership measures the issues
can be resolved and lead to impressive level of success.

REFERENCES
Books and Journals
Cameron, E. and Green, M., 2009. Making Sense of Change Management. Kogan Page.
Conway, E. and Monks. K., 2011. Change from below: the role of middle managers in mediating
paradoxical change. Human Resource Management Journal. 21(2). pp.190-203.
Diefenbach, T., 2017. The managerialistic ideology of organisational change management.
Journal of Organizational Change Management. 20(1). pp.126 -144.
Fullan M., 2017. Leading in a Culture of Change. Jossey-Bass.
Gill, R., 2013. Change management or change leadership. Journal of Change Management, 3(4),
pp.307–318
Herzig S. E. and Jimmieson, N. L., 2016. "Middle managers' uncertainty management during
organizational change", Leadership and Organization Development Journal. 27(8).
pp.628-645.
Kotter and John, P., 2008. Force for change: How leadership differs from management. Simon
and Schuster.
Lundy, V. and Morin, P. P., 2013. Project Leadership Influences Resistance to Change: The Case
of the Canadian Public Service. Project Management Journal. pp.44(3). pp.45–64.
Nagarajah, R., 2014. Stakeholders’ involvements in the implementation of proactive
environmental practices : Linking environmental practices and environmental
performances in SMEs. Management of Environmental Quality: An International Journal.
25(2). pp.132 – 149.
Papenhausen, C., 2009. A cyclical model of institutional change. Journal of foresight. 11(3). pp.4
– 13.
Paton, A. R. P. and McCalman, J., 2008. Change Management: A Guide to Effective
Implementation. 3rd ed. SAGE Publications Ltd.
Perrott, E. B., 2011. Strategic issue management as change catalyst. Journal of Strategy &
Leadership. 39(5). pp.20 – 29.
Srianta, I. and Trisnawati, Y. C. 2010. Implementation of business planning project with
experiential approach: A case study of entrepreneurship teaching to non‐business students.
World Journal of Entrepreneurship, Management and Sustainable Development. 64.
pp.325 – 333.
Thomas, R and Hardy, C. 2011. Reframing resistance to organizational change. Scandinavian
Journal of Management. 27(3). pp.322-331.
Turner, J. R., 2014. The handbook of project-based management. McGraw-hill.
Online
Normandin, B., 2012. Three types of change management model. [Online]. Available through:<
http://quickbase.intuit.com/blog/2012/08/28/three-types-of-change-management-models/>