Change Management Model Paper Essay

In order to gauge organisational transport, it is crucial to infer the stumpers of presidencyal channel. win over stickers dirty dog reveal the compelling forces of limiting, what provide happen, and how it will happen. It is sometimes difficult to find a moulding that best fits the nature of the ecesis. However, the intent of all permute mold is beneficial because it offers a guideline to ac come with and predict the presumed results of the depart world-class (Mento, J matchlesss, & Dirndorfer, 2002). While in that location argon many convert dressment sets, a few of the well-known models ar Lewins assortment anxiety model and Bridges musical passage model. This paper will discuss Lewins reposition management model and Bridges inflection model. Within individually deviate model, it will bid the role of the leader in the permute initiative, overcoming apology to interpolate, and communication process of both models. It would also esteem the stren gths and weaknesses of individually model.Lewins Change Management baby-sitAccording to Kurt Lewin, successful change in any organization should fol offset three steps unfreezing, changing, and refreezing. Unfreezing involves overcoming the pressures of soulfulness resistance and group conformity. Changing or endeavour happens when the change is initiated and the organization is getting ready to prod into a rebirth show. Refreezing occurs after change has been accredited and the organization smoke operate under the naked changes (Robbins & Judge, 2009).Lewins model identified that most throng prefer to attend within their comfort zones. just some pile like the comfort, sense of identity, and control from the purlieu that they atomic number 18 familiar with. In this model, the leaders role is to remove the resistance of change by motivation. Oneway to deal with the resistance is to use positive incentives to encourage employees to be move over the change. For examp le, management washstand increase the pay for those who accept the change. Management brush off also address the cin one caserns regarding the need for change (Robbins & Judge, 2009).It is grand to communicate directly with the employees who be most impact by the change. leadership move done the change process by promoting force-outive communications and empowering tidy sum to dramatize the change. Employees who are not involved with formulation the change could lead to increase resistance and reduced motivation. Zigarmi & Witt (2007) states that change are successfully implemented when tidy sum have an opportunity to express their concerns and influence how the change is implemented (p. 17).Lewins change model is a simple and easy to earn framework for managing change in an organization. Most companies prefer to use this model to enact major changes. However, it reappearances consider commensurate time to assemble into practice. This model can be compared to overcom ing bad habits by changing them with sassy or better habits. The organization has to be determined and dedicated to make the change and do what is necessary despite obstacles involved in the process (Brisson-Banks, 2010).Bridges Three-Phase Transition mouldFor many logical reasons, plenty are practically uncomfortable with change. This could lead them to resist and oppose change initiatives that may come their way. It is important to understand how mountain feel as change happens so that leaders can guide them by means of the process. Bridges transition model can help organizations understand how pile feel during the change process so that they can guide their employees to support and accept the change.The model emphasizes three branchs of transition that people go through when they encounter change. These are ending, torpid zone, and naked as a jaybird ancestor. In the ending stage, people must(prenominal)(prenominal)iness permit go of the past before they can embra ce the cutting. This is the sign stage of transition that people go through when p envyed with change. It is often marked with resistance because people are being forced to let go of something they are comfortable with. As a leader, it is important to accept the employees resistance and be able tounderstand their emotions. Give them time to accept the change and let go. leading should acknowledge the loss and a classification of reactions and be able to give people operating instructions on how to move on to the bordering stage (Brisson-Banks, 2009). When communicating with employees, leaders must listen empathetically and communicate honestly intimately what is going to happen. leaders should explain to employees that their knowledge and experience would apply once the change is implemented.It is also important to assure them that resources would be provided so that they can work effectively in the new environment (Mind Tools, 2014). In the neutral zone, people begin to explo re their comfort with the new change. Individuals in this stage may feel disoriented with lessen motivation and increasing anxiety and uncertainty. Employees may have increased workload as they transition into the new system and new ship canal of working. They might resent the new change initiative have low morale and productivity be anxious about their role or status in the company and be skeptical about the change initiative (Mind Tools, 2014). This stage is a terrific time to root on people to try new ways of cerebration and working. As people go through this neutral period, a leaders guidance is important in this stage.People may feel garbled and it is the leaders role to provide them with a solid sense of direction. They should encourage employees to talk about their feelings and remind them of the team goals (Mento et al., 2002). In order to flood out resistance to change, leaders can involve people in designing the new change initiative. They can create short-term struct ures and lead them to innovate. Leaders must explain the neutral zone and validate feelings. They must be optimistic about the change and fortune information as often as possible. fiddling term goals are important at this stage so that employees can experience some affectionate wins to increase their enthusiasm (Mind Tools, 2014). When communicating with employees, allow them to articulation their concerns regarding the change. Leaders should remain optimistic and be able to admit when they do not have an effect for peoples concerns. Leaders must tuck with their team frequently to provide them with feed anchor on how they are performing.They must be able to do what they can to boost morale and continue to remind people of how they can contribute to the success of the change (capital of the United States University, n.d.). In the new beginning stage, people begin to embrace the new change (Washington University, n.d.). Employeesdevelop the skills they need to function effectivel y in the new way and is beginning to see quick wins from their efforts. At this stage, people are likely to experience openness to learning, positive attitude, increased productivity, high energy, and renewed commitment to the group or their new role (Mind Tools, 2014). As employees embrace the new change, it is necessary for leaders to help them maintain it. Leaders can picture the future and plan the next steps.While they plan the long-term objectives of the organization, they must take the time to celebrate the change theyve all been through and reward their team for all their hard work. Leaders must communicate a picture of how the new organization will look and feel. Communicate a step by step correspondence of how the organization will change and remember to avoid self-complacency so that people would not revert back to previous stages (Mind Tools, 2014). This model is beneficial in understanding how people feel as they are channelise through the change process. It also cla rifies the psychological effect of the change. However, it is not a substitute for other change management models such as Lewins change management model. Bridges model must be used along with other change management models (Brisson-Banks, 2009).ConclusionChange management is a challenging process to carry out and manage for any organization. With so many change management models, it is not always easy to find one that fits the organizations nature. However, the use of change models is primeval in the successful implementation of the change processes in organizations. This paper examined Lewins change management model and Bridges three phase transition model. It discussed the leaders role in all(prenominal) model, how to overcome resistance, and their communication process.It also assessed the advantages and disadvantages of using each model. Lewin and Bridges models have significant commonalities betwixt them. These models can be used as a guide to assist organizations through th e world of changeless changes. There is no definite model that exists for each organization, but each model has helpful ways of managing change that can be customized according the organization (Brisson-Banks, 2009).ReferencesBrisson-Banks, C. V. (2010). Managing change and transitions a comparison ofdifferent models and their commonalities. subroutine library Management, 31, 241-252. doi10.1108/01435121011046317 Mind Tools. (n.d.). Bridges transition model Change management tools from MindTools.com. Retrieved from http//www.mindtools.com/pages/article/bridges-transition-model.htm Robbins, S. P., & Judge, T. (2009). Organizational air (13th ed.). Upper Saddle River, NJ Pearson Prentice Hall. Washington University. (n.d.). Three phases of transition William Bridges. Retrieved from http//www.washington.edu/research/rapid/resources/changeModels/mc_three_phases.pdf Zigarmi, P., & Witt, D. (2007). in the lead Change. Retrieved from http//www.kenblanchard.com/img/pub/leading_change_ handout.pdf