A Study On The Adkar Model Management Essay

A Study On The Adkar Model Management Essay The purpose of this report is to understand the change management and the models which the organisation faces now. The report will also provide the recommendations for the organisation that can makes the organisation become less destructive while carry out the change and provide the tools of change. The structure of the report will consist 3 parts which are literature review, case study, and recommendation. Literature Review: Kurt Lewin know it’s important to form an integrated approach to bring about change at the group or organizational levels and contribute a 3-step change models. Lewin (1947a) stated that change process involved three steps in order to change efficiency and they are stage 1 (unfreezing), stage 2 (moving), and stage 3 (refreezing) (Lewin, 1947). Unfreezing step means make the correct situation for change to happens (London Management Centre, n.d.). Lewin argued that the stability needs to be weakened which means unfrozen (take away the old behaviour can be that lead to a new behaviour successfully adopted). Schein (1996) argued that the key for unfreezing is to recognise the individual or group level change and it were a profound psychological dynamic process’. Moving stage is to create inspiration to learn but does not essentially control or predict the direction (Schein, 1996). Organisation should find out all the forces at work and identify and evaluate in order to get all the available options from trial or error basis (Lewin, 1947a). However, Lewin (1947a) also recognized that, without reinforcement, change will not last forever. The last stage of the model is refreezing. This stage is to recreate a stable atmosphere and elevates comfort levels by reconnecting people back into their familiar place (London Management Centre, n.d.). This is important as changes to individual behaviour will not be sustained unless group norms and routines are also been transformed and set. Therefore, it often requires changes to organization al norms, culture, practices and policies (Cummings and Huse, 1989). 3 steps model gives manager a framework that how to implement a change efficient, which can make the change process carried out fluently. The Kurt Lewin model can help a leader do the following three steps that helps to minimize the disruption of the structure’s operations, make a radical change, and make sure that the changes is sustainable (Morrison, 2010). Many have is argued that Lewin’s planned approach is too simplistic and mechanistic as organizational change happens everyday and open-ended process nowadays (Dawson, 1994 &e Garvin, 1993). Lewin is seen as advocating a top-down, management approach to change and ignore the situations that require bottom-up change (Dawson, 1994). Lewin’s 3 steps change model can be used if there is a short term goals to meet and celebrate (Kotter, 1996). This is because people will start to resist to change if there is no short term wins. Lewin stated that organisations should establishing the goals and objectives. Organisation should reward people that involved with recognition, promotion or money (Kanter, 1993). 3 steps change model is more construct than content driven, describing competence using language such as team working, problem solving, and effective communication (French, 1999).