Change Models of an Organization - Essay Example

The first change model that can be adopted is popularly known as ADKAR Change Management Model. This model manages the change process by basically linking the activities related to change with a particular business goal decided by the management. This helps in the execution process of the change. The management will be able to know which specific change activity related to the merger is not giving the results that were anticipated. Once identified, the activity can be avoided by changing its course of action. This change model also helps a manager figure out gaps in the change management process. Most importantly, ADKAR creates awareness for the need to change, creates a desire among the employees to support the change, provides knowledge of how the organization should go about it, encourages the employees and management by providing the ability to implement the change process and lastly, demands reinforcements to keep the change process successful. In short, it can be used to assist the employees through the change process, investigate if and why employees are resistant to change, and create a successful change plan for the employees and the management once the change has been initiated (Change Management). All the points discussed above explain how this change model is helpful. However, at the same time, this change model is very simplified. It fails to take into account various situational problems that could occur which will result in no contingency plans for the organization.

Another change model that can be adopted is Lewin, Three-step Change model. This model analyses two types of forces (driving and resisting forces) in any change process. The driving forces must be more than the resisting forces for the change to occur. In our scenario, the management must list all the driving forces and the resisting forces and then decide whether or not it is worth merging. This model is most helpful in a situation when a manager has to decide whether or not it needs to change or not (Cameron, E., & Mike Green). One negative point about this change model is that it does not provide how to carry out the change process. It just shows whether or not the organization should go for the change or not.

The last change model that can be used is Kotter’s eight-step model. In this model, Kotter outlined 8 steps that must be followed which will allow the change process to be effective. It starts with creating a need for the change and ends with ensuring that everyone related to the change understands that this alteration will result in business. This change model will create energy among our employees when the merger has happened. It will ensure the employees of both companies that it is for the best. However, this change model is said to be difficult to implement and idealist (Cameron, E., & Mike Green).

In conclusion, I would once again like to emphasize the need to adopt a change model when going through such a drastic transition. I have suggested these three change models which in my opinion would be most appropriate. Kindly consider the pros of cons of both before selecting one for our change situation.