models of change and theory

The three central stages of Lewin's theory are unfreezing, transformation, and refreezing. The change method involves first defining the image that a change is needed, then moving in the direction of the new behavior, and eventually solidifying the new behavior as a standard. According to this principle, the transition is a complex transformation of forces that operate in various ways (McShane and Von Glinow, 2014). Creating a sense of necessity, designing a directing relationship, creating a mission and strategy, conveying the reform vision, approving a broad-based accomplishment, creating short-term wins, and making the change are the eight stages in Kotter's 8-Step guide. Lastly, anchor the changes in business culture (Kotter, 2012). On the other hand, the change path model entails developing, organization, acceleration, and institutionalization (McShane and Von Glinow, 2014).

All the models have a specific process that must be taken for organizational change to take place. The models assume that change must occur within the human systems that force the change of conduct. Finally, all these models have the desire to change, the present situation and the future change and the models all implement an action that drives change.

The process that leads to change involves the collaboration between employees and the employers within the organization. Whereby, the activity must include all members of the company. In an industry, the change method involves forming the impression that modifications are required and the executing the new plan to correct behavior. For instance, in a manufacturing business, globalization, and innovation in technology might influence change in business circumstances. As the management in the company, I can introduce the use of social media, then make the workers realize that change is required, then push towards the new plan and make the new approach as a standard within the company.











































Reference

Cawsey, T., Deszca, G., & Ingols, C. (2016). Organizational Change: An Action-Oriented Toolkit (3rd

ed.). Thousand Oaks, CA: SAGE Publications, Inc.

Kotter, J. P. (2012). The 8-Step Process for Leading Change. Retrieved September 1, 2014, from

Kotter International: http://www.kotterinternational.com/our-principles/changesteps

McShane, S. L., & Von Glinow, M. A. (2014). Organizational Behavior. New York, NY: The

McGraw-Hill Companies