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Mr Edwin

In: Business and Management

Submitted By kiruisk
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Managing change process; organizational perspective

Change is a life process that is as old as humanity. Change is necessary for adaption to ever changing situations that include environmental, social and economic dynamics. People will change when the prevailing situation can no longer allow for survival. Change must also be managed or otherwise it will be a disaster in itself. Change management involves a thoughtful planning and careful implementation of the processes and events aimed at attaining a new status. It involves consulting with the people who will be affected by the process. Involving people in the process of change on the onset will permit a smooth transition. This will grant them to prepare for the changes and reduce resistance to it. The changes should be measurable, realistic and achievable and must be well understood by all the participants (Michael, Mahoney, 1991)
There are a number of models for management change that have been advanced. They include Lewin’s Change Management Model, Mckinsey seven-S Model and Kotter’s 8 Step Model. Each organization must adopt a model that best suits the change that needs to be undertaken. Lewin’s model was developed by Kurt Lewin in 1950. His observation was that most people wanted to work and operate in areas they considered as safe. He anticipates a scenario where people are not prepared to change. In order to address the issue, he proposed three stages of development. The first was to deal with resistance to change to which he proposed thawing or what can be referred to as unfreezing. This involves breaking the existing structures and habits that are considered unwanted. The process could be easily achieved through motivation. The next stage is the transformation period and is the main activity. This is achieved through introduction of new desired processes and practices which call for leadership and

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