Change Model Paper
Grand Canyon University
Prof. Debra Gifford
November 11, 2015
The models of organizational change play a crucial role in leadership and management. These models can uncover the convincing strengths of progress, what will happen, and how it will happen. It is once in a while difficult to find a model that best fits the method of the affiliation. Knowledge about any of the organizational change is gainful on the grounds that it offers a rule to take after and foresee the assumed consequences of the change activity. Change administration is a way of dealing with changing people, groups, and associations towards a desired forthcoming (Kotter, 2008). Principle center of this process is to make the general population and hierarchical variables that give an impetus to change in the association (Kotter, 2008). Two well-known models of change, the Lewin’s change management model and Bridge’s transition models is discussed in this paper. The primary focus of this paper will be leader’s role in imperviousness to transformation activities, as well as correspondence procedure utilized. It would likewise evaluate the models with its qualities and shortcomings.
Lewin’s Change Management Model
As per this model, three steps like unfreezing, changing, and refreezing are needed for any successful change (Levasseur, 2001). The first step focuses on conquering the weights of individual resistance and gathering congruity (Levasseur, 2001). When the change is started and the association is inspiring prepared to move into a move stage is called changing (Levasseur, 2001). The last step happens after change has been acknowledged and the association can work under the new changes (Levasseur, 2001).
Lewin's model recognized that by far most need to work within their standard scopes of commonality. Motivation is used...