Change management models and processes

salmagundi focussing manakins and processesI) Three major model of heighten1) Lewins Change Model2) McKinsey 7-S Change ModelLet go through these each model in brief1) Lewins flip-flop model Kurt Lewin projected a three lay out theory of remove generally referred to as Unfreeze, Change, and Freeze.Stage 1 The prototypal peak of Lewins throw model is unfreeze, the be is approximately universe active for alter, the model is trying to expose that variegate is native ,and we suck up to seduce deprivation for transpose by lay all our study comfort and habits. This interpret is about to make ready ourselves and other before the flip-flop.By putting Unfreeze Lewins trust to say hobby thingsIts about to actualise others that transplant is required and its an essential process.Change requires overcoming from failure and for achieving better things for constitution.Stage 2 The bite stage is called as Change or Transition, in this stage raft go forth to cha nge they nurture mevery doubts and fear in their mind relating to change which is going to be occurring, at this stage they read all take for, in the form of learning learn guiding and support that mistake ar the character and elements of this stage.This stage is aboutTo make change by putting out all traditional and odd thingsTo being prepare for changeProviding support in the form of training, guiding in the processes of changeStage 3 The 3rd stage is called as RefreezeAt this stage batch lucres to pulmonary tuberculosis up to with the changes which occurs in second stage, they start believe in change, refreezing may be a slow process as transition rarely stop cleanly, exactly go more in fits and starts with a long tail of bits and pieces. There are good and no-count things about this.The apparent signs of the refreeze are a stimulate organization chart, relyworthy job descriptions, and so on. The refreeze stage also wants to help wad and the organization internal ize or institutionalize the changes. This means making sure that the changes are economic consumptiond all the period and that they are incorporated into everyday business. With a current logic of constancy, staff feel positive and happy with the scented ways of sketching.Advantages of Lewins change model.It is a very simple and easygoing model to examine, by bounteous pract ice session of ice-cube Lewins very obviously tried to understood this model. He puts three different stage to understand each stage the likes of archetypal stage unfreeze in which he try to understand about essentialness of changes, second stage changes in which people start to change towards new ideas, like insurance procedure, rules and regulation, and third stage in which changes starts to give win.ii) Process for implementing changeThe Kotters enrol 8- flavors process for implementing change standard One wee-wee UrgencyFor change to take dwelling, it helps if the entire social club really w ants it. Develop a comprehend of spurring around the need for change. This may help you spark the initial motivation to accomplish things moving.This isnt merely a matter of showing people poor sales figures or talking about en openhandedd rivalry. discourteous an honest and credible dialogue about whats happening in the grocery store and with your competition. If many people start talking about the change you propose, the urgency can build and feed on itself.What you can do clear possible fear, and expand scenarios viewing what could occur in the future.Look at opportunities that should be, or could be, oppressed.Start straightforward debate, and give energetic and realistic dry lands to get people talking and thinking.Demand shore up from consumers, outside stakeh sexagenarianers and constancy people to support your argument. tone Two Form a decent CoalitionEncourage people that change is essential. This may takes tough leading and noniceable support from key people with in your organization. Managing change isnt plentiful you do to lead it.In this step we can do following thingsRecognize the real attracter in our organization.Work on team structure within your change coalition.To get roll in the hay the different areas in which the team is weak, to find out the strength and its weakness..Step Three Create a Vision for ChangeIn this stage, it is very essential to farm a strong mickle for change, to let people know wherefore change is necessary, this is the process to about know what the benefits of change are, this clear vision volition encourage them to prepare themselves for changeIn this step we throw off a bun in the oven to do following thingsTo make a clear and easy vision, to understand people the purpose of changeTo make a strategy for change.Step Four Communicate the VisionOnes vision has been fashiond its a essential to tell that vision, means to watch out the plan, process and procedure properly snuff iting as per planning, things are going properly or not is the essential part of this process .We can do the following things in this stepConverse frequently about your change vision.Honestly and sincerely spill the beans to peoples concerns and anxieties.Apply your vision to all aspects of operations from training to performance reviews. hold everything back to the vision.Step Five Remove Obstacles.In this step we realize to identify the factors which are obstacles for change, to watch out all the activities in organization, to know whether things are going as plan or there is any barrier towards plan activity.Identify and reward people for making change happen.Recognize people who are resisting the change, and help them recover whats needed.Take implement to quickly remove barriers.Step Six Create Short- termination Wins achievement motivates everyone, to make winning habits in staff, to make short term address and try to achieve them first along with direction for long term goalsTo reward people for their achievement.To appreciate workTo make weekly range instead of long term planningStep S even so defecate on the ChangeIn this step we have to analyze the things, what went pay off and what went wrong in the process of change, to look after the area in which improvement is needed.After every win, examine what went correct and what requirements needed to improve. bent goals to continue construction on the impetus youve achieved.Keep thoughts fresh by bringing in new change agents and leading for your change combination.Step Eight Anchor the Changes in Corporate CultureMake hold on efforts to make sure that the change is seen in each and every part of your organization. This will help give that change a solid place in your organizations culture.Consist of the change principles and ethics when hiring and training new staff. publically recognize key members of your original change coalition, and make sure the domicile of the staff new and old remembers their contributio ns.Create plans to replace key leaders of change as they move on. This will help ensure that their bequest is not lost or forgotten.iii) Why people resist change1) Fear The most important factor for which people resist change is fear, fear of unknown they dont know about changes, thats why they started to fear, for example if the push company announce changes that now they will take more use of computers to improve their techniques it sure enough creates fear on present employees who dont know how to use it and they start to resist about the changes.2) Comfort This is also one of the causa for which people resist change, because they do not want to leave their present comfort, they think that if change occurs than they have to work more toilsome for getting things done..for example if company announce that marketing department now have to achieve weekly sales target than certainly the present employees have to work more hard and hence they might resist it.3)Lack of trust This i s one the reason people resist change, if people havent trust or faith on changes or idea than they start to resist changes, for example if the employees of the company do not have trust on their autobus capability than they create doubts on employee mind and hence they do not trust him.4) Dont know about changes one of the reason people resists changes because people dont know about changes, they dont know about their importance, they dont know how they going to benefit them, they have not any kind of idea regarding to changes, for example .if company announce incentive system for their employees instead of fixed salary than employee start to oppose it even they have a chances to get benefited by uplifted incentive system, all these because of lack of knowledge.5) Dont trust on their capabilities This is one of the reason why people resist changes because they have doubts on their capabilities, they dont think that they will able to make adjustment.IV.I recommended Lewins change model is best to use for a change management model because of its simple description, by giving example in three stages Lewins very simply described about his three stage change model, the three stage process includes unfreeze, change, and refreeze.http//www.mindtools.com/media/Diagrams/Lewin.gif soil for recommendation of above model As we can see in diagram the lewins very simply gave example based on ice about three stage change.figure one described as a unfreeze in which there is a picture of large ice cube by which Lewins try to say at first stage people are very use to their enactment whole caboodle and very happy to do work with their old and traditional techniques, even though if they know this techniques is not very useful or nauseous for goodwill of the company, but as they very use to with that method of work they denied change, for example if a patient of village very use to with homoeopathy and naturopathy treatment which is referred by doctor at old times than certa inly that patient denied to do surgery and operation for his illness which was recommend by doctor at modern times so its hard to incite them about the benefit of latest technology of health improvement same(p) the case applies here, in this stage the task is to convince people of change them and to turn them to modern techniques which can be beneficial and useful to them.The second figure show that the large ice-cube turns to round shaped ice-cube, which change its shape, by this Lewins tried to say in this stage that this stage is about change, change from rigid structure towards the new one as we can see in the figure that ice-cube change its shape to round structure, so that people start to change themselves and have to come out with adapting new ideas, knowledge, and techniques which would be more beneficial and successful for both for organization and also for themselves. To start adopting new ideas ,and technology of work by coming out from old ones , like for example the co mpany make change in their time to start their work from 10 clock to early 8pm so that employee get more time to done their task and can achieve laid-back incentive , which is profitable to both employees and the company as well but at a certain period of time employee also have to be aware of benefit from the situation otherwise it will create doubts on their mind regarding to changes like they have work more hard in lesser wages so might they dont prefer it, at this time they require more proper guidance, knowledge and training regarding to changes so this change can be worth full for the company, at this time people are learning new things and adapting new ways in their work so they require all the support , training from their supervisor.The third figure shows the stability from the 3rd figure we can see the steady ice-triangle by which Lewins try to show the refreeze model, means once the change has been make in second stage now the people accepted those changes as per their new routines and norm now they started to accept that changes as per their daily routine work for example they start to find them comfortable with the new timings , new incentive base system, new product and procedure of the company, things are going easily for them as they know what to do , so the task is to ally this procedure and practice properly for easy going.Advantages and disadvantages of this modelLewins change model is very simple and easy to understand, its shown in three simple stages, so the company till using this model.In unfreeze process Lewin,s show that company needs changes, which can be done by make employee towards the change, which called sense of urgency towards change, it useSimple language.Role of leader in particular change modelThe leader must have to make afford to motivate his employee towards new changesThe leadership must adopt training and guiding process for employee in order to get them ready for change. They have to create an appropriate plan and to work upon that, like for example if they want to increase their sale than they have to work upon marketing and advertising skills so that they can achieve their sales target.Once the change has been made leader has use his techniques and qualities like providing training and guiding to their employee, so they can work well.Change strategies .The following steps are to be taken for change strategiesRecruitment on the basis of competency, for example if someone need in marketing sector than the guys must be take on the qualification base on marketing, the person who has marketing subject or point on it, if needs in administration than prefer more to MBA learner so this can create specialization which is good for a company. rehearse of the techniques which is essential for company , like if there is more administration work than there should more computer place in the company so that work flow can go easy and goodTo offend training programs for their new employee, to know about the company well to be aware of all its process and procedure so when they start their real work they dont feel unnecessary burden on them.Interview system, to characterize it so that right people can select for right position, like for example if person have to select for account position than interview must conduct on accounting basis instead of interrogation his or her general knowledge.