Hsn 565 Organizational Change For Assessment Answers

Theoretical perspective

Developer

Description of the theoretical perspectives

Pros and cons of each theoretical perspectives with regard to organizational change.  

Kurt Lewins Change Model

Schnein’s Model of Transtion change

Virginia Stair Model of Change

Kotter’s 8-step Change model

Theoretical perspective

Developer

Description of the theoretical perspectives

Pros and cons of each theoretical perspectives with regard to organizational change.  

Kurt Lewins Change Model

 Kurt Lewis

The change model by Kurt Lewis is generally known as Unfreeze, change as well as Refreeze which generally refers to the three stage procedures of change that helps in illustrating that lewis has successfully explained the organizational change by utilizing the analogy of  changing the shape of a ice block. The first stage helps in preparing the organization for accepting the required neceassry changes (Kubiske et al., 2015). In the Second stage, people require to understand the techniques that is helpful for providing benefit. In the third stage, people as well as organization internalize various types of changes.

 Pros:

Ø This model is considered as the easiest framefor pointing various sales figures, finanacial results and more.

Ø  Due to this model, employees feel very much comfortable as well as confident for embracing the new ways of working.

Cons:

Ø In the change model, existing status quo is broken for accepting the necessary changes.

Ø In this model, people require time for embracing the new direction and for participating proactively.

Schnein’s Model of Transtion change

 Schein

The change model consists of the stages that include:

1) Become motivated to change: This pahse is generally built on the theory that is based on the behavior of the humans.

2) Change  what requires to be change: In this stage, various types of changes that are neceassry are made using the procedure of trial and error learning (Fellner, 2013). 

3) Making the change process permanaent: In this stage, new behavior becomes habitual that mainly includes development of new concept as well as identification of identity.

 Pros:

Ø This model consists of some sub-process that helps in encahncing readiness as well as motivation to change.

Cons: 

Ø Concise view of the new state is generally needed for identifying various gaps

Ø This model cannot be utilized if someone have learning anexity

Virginia Stair Model of Change

Virginia Stair

 The model of change that is provided by Virginia Stair is mainly a five stage model that helps in illustrating the effects each stage contains for performance, feelings as well as thinking (Wretman, 2016).  The five stages include Late status quo, resistance, chaos, integration as well as new status quo. This model is  adopted by organizations as  it offer ressaurances for coping with different type of difficulties that arise.

 Pros:

Ø The model helps in encouraging people for seeking various improvements in terms of various information as well as concepts from outside the group.

Ø Helps in building up a safe environment that helps in enabling people for focusing on feeling, fear and more.

Cons:

Ø Members generally utilize balming as well as incongruent style of communication for coping with various types of feelings.

Kotter’s 8-step Change model

 John Kotter’

  John Kotter identified different types of success factors and then combine them into a methodology that assits in creating a 8 step procedure for leading change (Small et al., 2016). The stages that are proposed by Kotter for the change model include creating a sense of urgency, building guiding coaliation, forming strategies with appropriate vision as well as initiatives, enlisting volunteer army, enabling action, generating short-term wins, suataining acceleration as well as instituting change.

 Pros:

Ø This model is helpful in providing the opportunity to communicate the significance of acting.

Ø It helps in removing barriers for generating real impact

Cons:

Ø It is identified that this model creates large scale change only wnen massive number of people rally for an opportunity.