Theories and models of change management

Theories and models of change management Nothing in this world is at the state of constant static. Everything is changing. Likewise, organisations are also changing all the time. If we look few decades back things have changed a lot. Change neither disappears nor dissipates. It is a process which is inevitable. What is important is how we manage the change to get the best out of it. Change is the major driving force for a company to be innovative and experiment with new management styles and tools. Changes can bring fortune in the company with improved profit margins and satisfied employees provided that the changes are handled properly with appropriate management strategies, however, if the organisations fails to come across the appropriate and effective management strategies then it can affect the company badly and at worst even collapsing or bankruptcy. So, the changes that an organisation face has to be planned, organised, directed, controlled and channelled effectively. This requires a good leadership quality in the le ader whoever that might be. Leaders can be CEO, Mangers, Chairperson or Board of Directors depending on the organisation. There are many management thinkers at different times who have proposed many different theories and model regarding the nature of change management and how to manage the changes effectively for better of the organisations. The next section of this essay will look at the different management thinkers and their management theories and models and their relevance with the changing business environment and how it is crucial for an organisation to undergo changes for its prosperity and progress. One of the first and most popular theories of change management was given by Kurt Lewin (1890-1947). Lewins model is rather simple however other change management theories are based on this model. Lewins model of change is divided into three stages of unfreeze, change and freeze referring 3 stages of changes The first step in the change in the behaviour is to unfreeze the existing situation which is also called quo state which is the equilibrium state. Unfreezing of the quo state is very important to break the resistance from the change. It can be done with either increasing driving forces away from the quo state or decrease the restraining forces that negatively affects the movement away from the equilibrium or use the both method .(Stephen, 2003) The second step which is the change stage is the movement where all the changes happen. This movement can be facilitated with by persuading the employees to agree on the changes, telling them the benefits of the changes and making them sure that everybody has to work together to get the best out of the changes and show them new perspectives.(Stephen, 2003) The third step is the freezing stage which is the step after the change has been implemented. This stage of the change is required for the changes to stick over time. Sustainability is very important when new changes have been made. The new changes have to be properly institutionalised and formally accepted by all. The actual integration of the new changes takes place in this unfreeze stage. (Stephen, 2003) According to Lewin (1951) driving forces facilitate change because they push employees in the desired direction. Restraining forces hinder change because they push employees in the opposite direction. Therefore, these forces must be analyzed and Lewins three-step model can help shift the balance in the direction of the planned change. Changes are very crucial since changes makes new and improved ideas to implement into action possible. (Kanter, R. et al. 1992) After Lewins model many other writers upgraded his theory making it more effective however the fundamental aspects were still there. One of the most popular model of change management is Kotters eight step model (Kotter, 1995). According to Kotter, successful implementation of change depends on the eight steps as proposed by him. Skipping any one of the eight steps might create illusion of speeding of the process but it does not improve the effectiveness of change.(Singh,1963) His eight steps include the following steps: Create a sense of urgency: This step includes analysing the market and examining the possible risks and opportunities along with the competition in the market. (Kotter,1996) Establishing the powerful group to guide the change: This step is to create a group which is capable to handle the changes and has enough power to lead the effort. The group should be encouraged to work as a team. (Kotter,1996) Develop a vision: This stage includes creating a proper vision of change in the organisation. Apart from this the change should be highly focused and should be in rather simple form so that everyone understands and accepts. (Kotter,1996) Communicate the vision : The vision that has been proposed has to be delivered or explained to everyone. A good communication of the vision is very important. (Kotter,1996) Empower staff: The next step is empowering the staffs. This step includes removing hurdles in the change and encouraging new and unconventional ideas and ways of doing things. (Kotter,1996) Ensure there are short terms win: It is very important to keep the staffs motivated. Short term wins help the staffs to remain motivated. This also helps the support needed for the change. (Kotter,1996) Consolidate gains: Organisation should check the policies that inhibit or restrain the changes and if there are any, they should be changed. The policies that catalyse the changes should be brought in to action to speed up the change and efficiency. (Kotter,1996) Institutionalise the change in the culture of the organisation: the changes that have been made should be institutionalised or embedded in the organisation as a culture and should be linked with the performance and leadership. (Kotter,1996) The first four steps of Kotters eight model act as a defroster a hardened equilibrium. Stages five to seven is the introduction of many new changes. It resembles with the change phase in the Lewins model. The last phase grounds the changes that have been made into the business or organisation culture. The success and improvement of the organisation depends on the proper follow of the sequence. ( Kotter,1996) The next change management model is the ADKAR model proposed by Jeffery M Hait (2006). ADKAR is basically a framework to understand change in the individual level which was later used in the field of business and management. It comprises of five elements which are Awareness (of the need of change), Desire ( to support and participate in the change), Knowledge( of how to change), Ability( to implement required skills and behaviours) and Reinforcement( to sustain the change). (Hait,2006) Awareness represents the understanding of the need of the change along with the nature and the affects of not going through the change. (Haitt,2006) Desire represents the desire to participate in the change. Even though desire is much more about the personal choice, it can be created with the intrinsic environment. There are many factors that create desire in the individual about the changes. (Haitt,2006) Knowledge is the basically the trainings and information access about how to change. Knowledge is very important as it is very necessary to have trainings and information access to implement the change. (Haitt,2006) Ability shows the actual implementation of the change at the required pace. It also represents the conversion for knowledge into action. How well the changes have been executed depends on the ability of the group or an individual. (Haitt,2006) Reinforcement represents the sustainability of the change. Sustainability depends on both the intrinsic and extrinsic factors. External factors include recognition, rewards and celebrations that are tied to the realisation of the change. The internal factor is the sense of achievement among the individuals regarding the change.(Haitt,2006) The ADKAR model is in very much sequential manner. It clearly represents how an individual experiences change. Desire cannot come before awareness because desires are only triggered when we are aware, similarly knowledge cannot come before desire as we do not seek for the knowledge before we have desire for it and similarly ability and reinforcement. (Haitt,2006) Having discussed the models of change management it is very important to know that these models were not created just for the sake of creating. Their implications have been highly beneficial in the real context. It is very important to realise that the importance of the change in the corporate society. Technological innovations and globalisation has made this world a much smaller place. Changing according to the changing world is necessary otherwise you just lag behind and can become very hard to get along all over again. To survive and prosper organisations must adopt strategies that realistically reflect their ability to manage multiple future scenarios. ( Paton, McCalman,2000) Business and managers are now faced with ever more complex and high dynamic operating environments than before. If we take a real life example then we can see that the car companies nowadays not only manufacture cars these days but they do much more than just do the manufacturing. They are involved in how to distribute them more widely and how to get more market share and manufacturing more diverse range of cars. Another real life example is the example of BRITISH AIRWAYS. Back in 1981 BRITISH AIRWAYS appointed a new chairperson. When he was appointed the company was very inefficient and wasnt properly utilising the resources. He then made a lot of changes in the company and restructured the whole company. For this he first analysed and realised that the company needed a lot of changes to gain more profit margins and he did so through change management methodology. Then he analysed the areas for the change. The company then systematically reduced the staffs. However, before doing this, through his change management leadership, he let the company know about the need for change to prepare them for the upcoming changes and the benefits behind it. He was able to let the company know about the changes about to happen which shows a good communication and was able to direct the company to prosperity and success. Change as we already said is inevitable and no one can escape the change. The fear of adjusting into new changes and risks that brings along with it is the reason that restrains the change. Having said that change is one of the most important parts of the growth. There can never be development and growth without change. Thats why different writers and management thinkers have published different theories and model to analyse the mechanism of change so as to better understand the change. These theories work as a testimony to the fact that the change is a real phenomenon and can be analyzed through different steps and methods. As I have discussed three models of change management in this essay, each model follows the same basic fundamental framework of the mechanism of change. However, each model has a different way of looking at the things. Lewins model is rather simple which sees change into 3 stages resembling it to the stages before the change, during the change and after the change. Lewins model is more of a generalised model. So, Lewins model of change exhibits the forces that either increase or restrain the changes. To sum up, when the combined strength of one force is greater than the combined strength of the restraining forces, then the change is more likely to happen. (Stephen, 2003) It also says what the factors are that we have to consider during the process of change. Kotters eight model theory sees the change phenomenon into eight different stages. Kotter has defined the change process into many different stages which gives us a more clear idea of how change happens and how a company succeed through change. Kotters model describes how market analysis creates the need of changes and how the changes have to be well communicated to the member of staffs to motivate them for the change. The next theory ADKAR sees change more from individualistic point rather than the change itself. ADKAR says that the staffs have to be aware about the need of change which creates desire for the change. Knowledge increases the ability to cope with the changes and reinforcement stabilises the changes. ADKAR basically cover all the major aspects of change. These three models of changes have a very good implication in the real world. Lewins model being rather simple might not be appropriate for the current change in the business world however the fundamental aspect of change is there. Kotters eight model and ADKAR are quite similar. Kotters model focus more on the change itself however ADKAR focuses on the individual level. I feel that Kotters model covers almost all the aspects of the change. It not only tells about the need of change but also how the changes have to be implemented. It talks about the communication and encouraging each other to work as a team. Apart from this it also says about empowering staffs which is very important and also the motivating factors like short term win makes this model much more applicable for all kinds of institutions and more reliable. With the end of my literature review I would like to research further on the topic: Importance of change for a prosperous future.

History: Spanish Colonization of the Americas and Spanish Conquest Essay

1. Briefly discuss (but in detail) the similarities/differences between the initial Spanish colonization of the Caribbean and the Yucatan. In your discussion include the initial reaction of the Taino and Maya to the presence of the Spanish and the rational for the Spanish conquest. The Spanish colonization of the Caribbean and Yucatan was the campaign of the Spanish conquistadores against Postclassical Maya stares and polities specifically on the central Yucatan Peninsula. The Spanish conquest of Caribbean and Yucatan which began in the early 16th century is similar in the sense that it serves as an extension of their quest for Gold and God (Carmack, R. 2003). They conquered both the empires in Caribbean and Yucatan by simply supplanting the Indian nobles with Spanish settlers. The colonization imposed the religion of Catholicism which is a male dominates and typical military affair. The colony gradually became a commercial enterprise however the European Spaniards remains to be a part of the colonial elite. The indigenous people of Taino attained their needs by farming or hunting, their political systems have been governed by societies. The Mayans own primitive societies for hundreds of years before the Tainos molded their cultural representation in the Mesoamerican region. Their similarities are on functional basis to search for their necessities that their societies needed during their time. This is the same reason on the vast differences in development stages between Tainos and Mayans. The presence of the Spanish in the Caribbean where Tainos culture exists reacted with dissatisfaction and relentlessness for they felt that their culture is not extinct and must not be invaded. The Spanish conquest resulted to harsh slavery, cruel treatment and virtual extinction (Sharer, R. 1994). On the other hand, the Maya lands were poor in resources and Spanish does not have interest because they cannot seize great quantities of precious metals like gold and silver. However, the prospects of new land and acquisition of labor forces made Spanish intentions turned to the Maya region that remained restive against the Spanish rule. Their discontentment in Yucatan later erupted into open revolt in the middle of 19th century. 2. Discuss the cultural changes that each group endured during colonization. Be sure to include specific changes that were made, by all groups, voluntarily as well as those that were the result of force (non-environmental). In addition, discuss the specific outcome of these changes and the impact they had on each group (where applicable). Here, be sure to discuss how the Maya and the Taino were able to continue with some of their respective cultural practices. There are cultural changes that both Mayans and Tainos endured during Spanish colonization. Tainos experienced sufferings and exploitations from the hands of the Spanish conquistadores, their being gentle and unsuspecting people have been subjected to unspeakable atrocities from their oppressors. The refusal of Tainos to Spanish conquest grew physically violent over time. Their resistance with sticks and stones has no match with guns and armors of the Spanish conquerors. This led to massive Spanish slave trade was they forced to do gold mining, providing sexual companionship and raising Spanish food. The refusal of Tainos to participate with the Spanish lifestyle being forced upon them resulted to their widespread malnutrition and suicide. The time of Spanish arrival, majority of Mayan states in Yucatan were ruled by prestigious dynasties which had been established in the wake of the 15th century (Coe, M. 2002). The Spanish succeeded in gaining an alliance with the ruling dynasties while other competing Mayan states resisted. The Maya and the Taino were able to continue with some of their cultural practices of having their social mobility, living in extended family groups and houses were built similar to the open plaza space. Mayan society continues to practice their patrilineal and patriarchal form leading the society along one line of kinship (Gill, R. 2000). The religious aspect of Mayan was structured and significant and based on their literacy level whereas the Tainos didn’t. The Taino’s political structure was governed by a leader called a Cacique whom they believed to God’s living representative on earth. The leader’s opinions were not queried and hereby accepted blindly by their followers. Typically, their leader is female with matrilineal family blood line in reference to their view that the life is female in origin. 3. Through comparison of cultural behavior, discuss in detail at least 3 significant similarities shared by Spanish and the Maya and at least one example of the blending of culture between the Spanish and the Taino. The Spanish conquest of Mayan empire resulted to significant similarities in some aspects of their cultural behavior. The religious practice of Roman Catholicism is one among the similarities between Mayan and Spanish wherein several million Maya practice this kind of religion. The Maya also believed with the encouragement of fertility and importance of astronomy and astrology like Spanish that made use of these practices for their exploration and constant travel. Some aspects of cultural behavior which typically characterized worships and retaining of many elements of religion have been practice both by Mayans and Spanish. On the other hand, there was blending of culture between Spanish and Taino in terms of being sea-going people with courage to travel on high oceans and special skills to locate their way around the world. One good example is when Columbus was amazed by finding lone Taino men who is sailing in the open ocean while making his way among the island. These Taino men followed their voyages from island to island until captured by Columbus flagship but nevertheless jumped and spirited away from the high sea. References Carmack, R. (2003). A historical anthropological perspective on civilization. Social Evolution and History, Volume 2, No. 1. Coe, M. (2002). The Maya. 6th Edition. New York: Tames and Hudson. Gill, R. (2000). The great Maya droughts. Albuquerque: University of New Mexico Press. Sharer, R. (1994). The Ancient Maya, 5th Edition. Stanford California: Stanford University Press.

Managers’ Encouragement Essay

ACADEMIC INTEGRITY DECLARATION Breaches of academic integrity (cheating, plagiarism, falsification of data, collusion) seriously compromise student learning, as well as the University’s assessment of the effectiveness of that learning and the academic quality of the University’s awards. All breaches of academic integrity are taken seriously and could result in penalties including failure in the course and exclusion from the University. Students should be aware that the University uses text-matching software to safeguard the quality of student learning and that your assignment will be checked using this software. I acknowledge and agree that the examiner of this assessment item may, for the purpose of marking this assessment item: reproduce this assessment item and provide a copy to another Griffith staff member; and/ submit this  assessment item to a text-matching service. 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In order to collect assessment exemplars students are asked to consent, on every assessment item submitted, for their work, without disclosure of the contributor’s identity, to be used, and reproduced as an assessment exemplar for standard setting and moderation activities. I acknowledge that for the purpose of standard setting and moderation activities the examiner of this assessment item may wish to store, reproduce, annotate, and communicate my work to others, including future students, without disclosure of my identity. I consent to my Work, Enter title of Assignment itemwithout disclosure of my personal details, being stored, reproduced annotated and communicated within the University’s secure online learning environment. I do not consent to my Work, Enter title of Assignment itembeing stored, reproduced annotated and communicated within the University’s secure online learning environment. Acknowledged by:  Date:       (insert name here) Where the item is submitted electronically Clicking â€Å"I Agree† constitutes an electronic signature for the purpose of assignment declaration compliance. Several studies have been conducted on how managers’ encouragement of employee voice can lift well being and productivity. Do managers really help open the door for employee voice? ‘Managers’ encouragement’ is seen to be the support or direction given to employees from co workers who regulate worker behaviour. Through this professional relationship, managers may behave in a way that deters employees from engaging with their managers and their work, decreasing productivity and well being. Other issues within the contemporary workplace, such as job scarcity or the diminishing union presence, may also affect the well being of employees and may have a negative effect on businesses. Today’s work environment is very evolved. We live and work in a recognisably equal and fair society with very few big issues troubling workers. Or so it seems. Although that with the presence of unions and established organisations such as the FWC, a workplace without any idiosyncrasies is still, unrealistic. Competition for jobs is a pressing issue that may lead to a lack of confidence within the workplace. This lack of confidence can cause workers to feel invaluable and may, in-turn, suppress employee voice. â€Å"Many individuals do not work in an environment where they where they see it safe to speak up†(Millican, Morison and Hewlin, 2003: Ryan and ostrich, 1998) Although it may be beneficial for an organisation to receive feedback and knowledge from an employee, employees simply see ‘ the risks outweighing the benefits’.(Academy of management Journal 2007, Vol. 50, No 4, p869-884). In recent years, the number of unionised workplaces has slowly faded , along with the presence of unions themselves. In the UK alone, over the past 30 years, the percentage of union members has fallen from 58% down to 28% of the total workforce(Barrat 2009). Does this lead us to believe that the role of trade unions and unions alike also fade? (J Benson, 2002). Trade unions and similar organisations (such as the FWC) were put in place over 150 years ago to aid the working class citizens to stop employers from creating inhumane working conditions. In today’s work environment the role of unions is to negotiate with employers over terms and conditions of employment as well as employee salary. Unions also continue to help provide fair working conditions for employees and maintain economic interests for employees’ (Tannenbaum 1964). Will employee voice be further suppressed due to lack of union presence? ‘Employee voice can be describes in many ways, however in this case, Employee voice is: â€Å"A whole variety of processes and structures which enable, and at times empower, employees, directly and indirectly, to contribute to decision-making in the firm† (Boxall and Purcell, 2003: 162) A Managers professional obligation towards their company is their personal responsibility to assist in allowing their co-workers perform to the best of their abilities. Businesses and corporations are represented and established by their people, thus managers are upheld by their corporate social responsibility to perform (Ali M. Quazi, 2003 (D. J. Wood, 1991)). Managers’ utilize employees’ skills knowledge and efforts in an attempt to create the most efficient form of productivity. (R.Loudoun, RMcPhail, Awilkinson p27) The fact that this obligation to the business takes priority may alter Managers’ behaviour towards employees. Without the correct understanding of the employee, this can easily negatively affect the well being and productivity of the employee. â€Å"Engagement is about establishing mutual respect in the workplace for what people can do and be, given the right context, which serves us all, as individual employees, as companies and organisations and as consumers of public services.† Employee engagement is one of the fundamental pieces of a functional business and is a by product of successful employee voice. . â€Å"A ‘Good manager’ should be empathetic and open minded towards their co workers.† (Says R.McMaster – Employee @City beach DC) It is known that if a person takes time to invest an interest into another person, that person feels valued. (article by Cath Everett) The same goes for the workplace. As managers become closer to their co workers, a relationship of trust is formed, making the communication of information more efficient, therefore increasing productivity. Can employee voice within the workplace lift well being and productivity? It has been discussed whether or not employee voice is heard and/ or promoted along with other aspects of working conditions within the work place; However, does managers’ encouragement of employee voice lift well being and productivity? It is obvious that managers’ encouragement for employee voice positively effects well being and productivity. With the encouragement of employee voice, employee engagement is also lifted. With the correct management approach, ‘Performance and profitability can be transformed by employee engagement’(D McLeod, N Clarke). As an engaged member of a work force, an employee would be able to conduct themselves in a more efficient manner. With engagement comes interest and motivation, with that behind them, employees can work at their best to produce results. â€Å"Employees who are more engaged with their work are said to be more likely to behave in positive and cooperative ways† (Rees, C., Alfes, K. and Gatenby, M. (2013) ) The heightened engagement of employees positively effects all parties involved; better quality of work and a statistically greater productivity throughout the workplace can be achieved. References: http://www.hrzone.com/topic/managing-people/encouragement-managers-increases-staff-engagement/110457 . 2014. . [ONLINE] Available at:http://www.sagepub.com/wilton/Chapter%2010%20-%20Employment%20Relations.pdf. [Accessed 28 September 2014]. Rees, C., Alfes, K. and Gatenby, M. (2013) Employee voice and engagement: connections and consequences, International Journal of Human Resource Management, 24:14, 2780-2798. Wood, D.J. (1991), â€Å"Corporate social performance revisited†, Academy of Management Journal, Vol. 16, pp. 691-718. David MacLeod, Nita Clarke Engaging for success: enhancing performance through employee engagement. A report to Government Page 7, paragraph 2: http://dera.ioe.ac.uk/1810/1/file52215.pdf JAMES R. DETERT Cornell University ETHAN R. BURRIS University of Texas at Austin Academy of Management Journal 2007, Vol. 50, No. 4, 869–884 John Benson December 2002 Employee Voice in Union and Non-union Australian Workplaces 16 DEC 2002 Tannenbaum, F1951, Philosophy of labour, Alfred Knopf, New York. -1964, the true society: a philosophy of labour, Cape, London.

The Effect of Divorce on Children Essay - 2081 Words

The Effect of Divorce on Children Works Cited Missing Divorce is always a traumatic experience in a persons life, especially a childs. When parents divorce, children are not always considered during the settlement. This omission can lead to problems with the childs perception of daily life. The impact divorce has on a family is more prominent to the children of the family than the parents. As a child, there are many situations that affect a view, memory, opinion, or attitude. Children have many of their own daily struggles to cope with, such as peer pressure. Adults sometimes forget what it is like to be a child dealing with some of the childhood pressures. Many parents do not realize how something like divorce†¦show more content†¦Some other factors include the parents discipline to their children, equal love from both of the parents, the openness of discussion between the child and the parent about divorce, and the amount of arguments between the parents (DeBord). Parents reactions to divorce are kept to themselves most of the time, in hopes their children will not find out what they are experiencing. Parents who keep to themselves usually tend to become sad and depressed because they are not opening up to anyone. This is why most parents go to a psychiatrist when the divorce occurs. When going to a psychiatrist, the child and adolescent psychiatrist can meet with the parents to help them learn how to make the strain of the divorce easier on the entire family. Psychotherapy for the children of a divorce, and the divorcing parents, can be very helpful. Whether it is for the children, the parents, or for the whole family, opening up to someone who understands what they are going through can be a very helpful experience. On the other hand, many people spend millions of dollars toward psychiatrists when this money could be used towards bills and clothes. 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