Collection of Change Management Models – An Opportunity to Make the Best Choice from the Various Organizational Transformational Techniques

Abstract

-Present day´s crucial corporate competition proving the real time presence of `Darwin's theorySurvival of the fittest` in the global industrial scenes. Consequently, the managers are pressed hard to take smart steps for organizational continuous improvement. The above causes organizational chaos, since humans have the innate habit to resist the change.The article suggests the logic over the change leader´s selection of the best suited transformational criteria from the variety of change management models for smart organizational transformation process. The study results support the selection of ADKAR Model being one of the best to deal with the OSUVA case conditions due to having an ability to highlight the problem areas at each change process stage through barrier point identification perspective.

Organizational Factors Associated With Quality Perinatal Care

“…Leading an organization through change requires that leaders "maximize benefits and minimize the change impacts" (Kazmi & Naarananoja, 2014, p. 1). Although there are many models and frameworks to aid leaders in managing change in their organizations (Rogers, 2003;Kazmi & Naarananoja, 2014)., Kotter's (1996) (Kazmi & Naarananoja, 2014). The eight stage process involves creating a sense of urgency around the topic, developing a team to lead the desired change, creating a vision for the change, communicating that vision, empowering those that carry out the vision, developing short term goals, remaining steadfast, and anchoring the change in everyday culture of the organization (Kotter, 1996;Pollack & Pollack, 2015).…”

An approach to information security culture change combining ADKAR and the ISCA questionnaire to aid transition to the desired culture

“…There are various change management approaches other than Lewin's work that can be considered when developing a comprehensive change management approach for an information security culture. Examples of these approaches include the Congruence Model (Nadler & Tushman 1980), Kotter's Change Model (Kotter 1996(Kotter , 2006, the Theory of Constraints (TOC) (Patrick 2001;Goldratt 1999;Kazmi & Naarananoja 2014), the Kaizen Model (Plan -Do -Check -Act) (Plunkett & Attner 1994) and Prosci's ADKAR Model and approach (Hiatt 2006). The next section provides an overview of these existing change management models and approaches in order to indicate their positive contributions that serve as the building blocks for an information security culture change management approach.…”

“…Kotter's (2006) model is designed for a strategic view and is one of the most widely-used models, even though it does not have a tactical focus (Leban & Stone 2008). A critique of Kotter's model is the lack of integration of project management (Kazmi & Naarananoja 2014).…”

“…Other models for change management have emerged, for example, Goldratt's (1999) Theory of Constraints (TOC) (Kazmi & Naarananoja 2014) and the Kaizen Model (Plan -Do -Check -Act) (Plunkett & Attner 1994).…”

“…Arguments against these models are that they are implemented over longer periods and have a longer timeframe of impact (Kazmi & Naarananoja 2014). This critique needs to be viewed in the light of Kotter's work which emphasises that change takes a considerable amount of time, especially when one aims to embed it in the culture of an organisation (Kotter 2006).…”