Question

Select two well-known organizational change models. Briefly explain their main idea. Then discussion the similarities, strengths and weaknesses of each theory.

Answer 1

The following are the two well-known organizational change models:

Lewin's Change Management Model : Lewin's Change Management Model is one of the most effective and well-known models that helps management body and the employees to understand organizational and structured change. This model was developed by Kurt Lewin in 1950 but still it is one of the important models today. This model has three main stages:

Unfreeze : Unfreeze is the first stage of Lewin's model which involves the preparation made by the organization to accept change. This stage is very important because most people throughout the world try to resist change and it is necessary to change this idea of people. The main idea here is to clarify people why the change is necessary and how change can bring about positive things for the company.

Change: This stage involves the occurrence of real change. The process of change can't take place instantly, it takes time because people need time to embrace new developments and changes. At this stage, good leadership is important as good leaders play an important role to assure employees that this change is beneficial and more crucial. Leaders can convince staffs to accept change without any doubt.

Refreeze: This stage involves the stage of stability. When change is accepted and implemented by people, the organization comes back to its normal pace and routine. The main purpose of this step is to get the help of employees to implement those changes regularly even after the objective has been achieved.

McKinsey 7 S Model : This is one of the most popular models that still exists even after the invention of other popular models.

Stages:

Strategy: This stage is very important because it is necessary to form strategies before implementing change.

Structure: Structure relates to the way in which the organization is divided.

System: System is the way in which the tasks are performed.

Shared values : Shared values relates to the core values of an organization according to which it runs.

Style: The manner in which changes are adopted is called style.

Staff : It refers to the workforce and their working capabilities.

Skills : The competencies plus other skills acquired by the employees working in the organization.

The main idea of this model is to make understand an organization the way it works. It integrates both the emotional as well as the practical elements of change that is necessary to enable employees deal with change easily.

Similarity between these two models are, both help the members of organization to accept change, both model explain the importance of change and make people ready to embrace change.

Strengths:
The strengths of both models are, both deals with the emotional as well as the practical components of change that is essential to enable staffs face the change easily. Both the models explain the importance of change to people and help them to accept and embrace change.

Weakness of Lewin Model : According to some followers of this model, this is too linear and simple for the complex nature of today's business.

As far as the shortcomings of McKinsey 7S Model, this model is complex as compared to others. As all the factors of this model are interrelated and interdependent on one another, the failure of one end means the failure of all and this is a serious disadvantage of this model.