Change is common in every organization around the world irrespective of the scope,
business type and its life span. Since things are changing around the world so fast, organizations also change in such a rapid manner. Organizations that can handle change thrives well, whilst those that cannot, struggle to survive.
Organizational change is about reviewing and adjusting organization structures and commercial processes. Small businesses have to adapt to survive against bigger competitors in terms of growth. Though, success should not lead to complacency. To stay way ahead of the competition, companies need to look for ways to do things more professionally and in a cost effective manner. As such, one should not be afraid of change. Instead, small businesses should embrace change as a way to lay the foundations for enduring success. (Basu, 1995) This paper tries to exploits and compares two organizational change models by Kurt Lewin and Prosci’s ADKAK
Kurt Lewin Organizational Change Model
This foundational model for organizational change was established by Kurt Lewin in the 1950s, and still very valuable to date. This model entails three phases namely
Leader’s Role Using Both Model
A leaders’ role during the first stage is to develop a compelling message indicating why
the current way of doing thing s in the organization such as deteriorating sales employee’s dissatisfaction, poor customers’ satisfaction and poor financial output. And that this cannot continue. As such there is an urgent need for the organization to re-examine its core value and change the existing foundation in reference to the way things have been done in the past to improve and move the organizations forward as well increasing sales, enhancing customers’ satisfaction, employees and productivity as well1(Evision, 2012).