hi all please i need some information about the various MODELS OF CHANGE . AND ALSO IF I CAN COME TO KNOW WHICH ALL ORGANISATIONS HAVE USED WHICH MODELS IN THEIR ORGANISATION. PLEASE TELL ME WHERE TO LOOK OUT FOR MORE ON THIS TOPIC INCASE NO ONE HAS ANY INFOMATION TO SHARE .
From India
1From India
There are any number of change models- I shall give you a brief outline of only the best known few among them:
1. KURT LEWIN's model is considered to be one of the pioneer concepts in this area. Kurt Lewin described change as a three-stage process. The first stage he called "unfreezing". It involved overcoming inertia and dismantling the existing "mind set". Defense mechanisms have to be bypassed. In the second stage the change occurs. This is typically a period of confusion. We are aware that the old ways are being challenged but we do not have a clear picture to replace them with yet. The third and final stage he called "refreezing". The new mindset is crystallizing and one's comfort level is returning to previous levels.
2. KUBLER-ROSS model:
Some change theories are based on derivatives of the Kübler-Ross model from Elizabeth Kubler-Ross's book, "On Death and Dying." Her model describes five stages of human reaction to the loss of a loved one:
Denial - The "This can't be real" stage:
"This is not happening to me. There must be a mistake."
2. Anger - The "Why me?" stage.:
"How dare they do this to me?!"
3. Bargaining - The "If I do this, you'll do that" stage.:
"Just let me keep some of my old privileges and I will buy in."
4. Depression - The "Defeated" stage.:
"I can't bear to face going through this."
5. Acceptance - The "This is going to happen" stage.:
"I'm ready, I don't want to struggle anymore."
3. GLEICHER'S Formula:
A Formula for Change was developed by Richard Beckhard and David Gleicher and is sometimes referred to as Gleicher's Formula. The Formula illustrates that the combination of organisational dissatisfaction, vision for the future and the possibility of immediate, tactical action must be stronger than the resistance within the organisation in order for meaningful changes to occur.
4. ADKAR model by Prosci shows that people must achieve five building blocks in order for change to be realized successfully. These building blocks are described by the ADKAR Model and include awareness, desire, knowledge, ability and reinforcement.[2]
Awareness – of why the change is needed
Desire – to support and participate in the change
Knowledge – of how to change
Ability – to implement new skills and behaviors
Reinforcement – to sustain the change
5.The TAM model of Albert Humphrey: Team-Action-Management model
This is the result of research and development work done at Stanford Research Institute by Albert Humphrey which later produced the 'Stakeholders Concept' and 'SWOT Analysis'. TAM is designed to obtain the necessary agreement and commitment from the appropriate people required to guarantee results. Humphrey's experience in using the TAM process indicates that if the rules are followed, TAM ensures success.
6.John Fisher's model of personal change - The Transition Curve - is an excellent analysis of how individuals deal with personal change. This model is an extremely useful reference for individuals dealing with personal change and for managers and organizations helping staff to deal with personal change. The model features the following phases of human mind while undergoing change.
Anxiety
Happiness
Fear
Threat
Guilt
Depression
Disillusionment
Hostility
Denial
7. Hersey and Blanchard's theory of change cycles is one of the most discussed change models. This theory brings out the Participative and Directive change cycles treating change as a process touching upon
Beliefs
Values
Attitudes
Individual behavior
group Behavior.
The list is not exhaustive. There are much more which I have left out. i would suggest that you start reading this topic author-wise so as to gain an in depth understanding.
best wishes
Rajeev.V
From India
1. KURT LEWIN's model is considered to be one of the pioneer concepts in this area. Kurt Lewin described change as a three-stage process. The first stage he called "unfreezing". It involved overcoming inertia and dismantling the existing "mind set". Defense mechanisms have to be bypassed. In the second stage the change occurs. This is typically a period of confusion. We are aware that the old ways are being challenged but we do not have a clear picture to replace them with yet. The third and final stage he called "refreezing". The new mindset is crystallizing and one's comfort level is returning to previous levels.
2. KUBLER-ROSS model:
Some change theories are based on derivatives of the Kübler-Ross model from Elizabeth Kubler-Ross's book, "On Death and Dying." Her model describes five stages of human reaction to the loss of a loved one:
Denial - The "This can't be real" stage:
"This is not happening to me. There must be a mistake."
2. Anger - The "Why me?" stage.:
"How dare they do this to me?!"
3. Bargaining - The "If I do this, you'll do that" stage.:
"Just let me keep some of my old privileges and I will buy in."
4. Depression - The "Defeated" stage.:
"I can't bear to face going through this."
5. Acceptance - The "This is going to happen" stage.:
"I'm ready, I don't want to struggle anymore."
3. GLEICHER'S Formula:
A Formula for Change was developed by Richard Beckhard and David Gleicher and is sometimes referred to as Gleicher's Formula. The Formula illustrates that the combination of organisational dissatisfaction, vision for the future and the possibility of immediate, tactical action must be stronger than the resistance within the organisation in order for meaningful changes to occur.
4. ADKAR model by Prosci shows that people must achieve five building blocks in order for change to be realized successfully. These building blocks are described by the ADKAR Model and include awareness, desire, knowledge, ability and reinforcement.[2]
Awareness – of why the change is needed
Desire – to support and participate in the change
Knowledge – of how to change
Ability – to implement new skills and behaviors
Reinforcement – to sustain the change
5.The TAM model of Albert Humphrey: Team-Action-Management model
This is the result of research and development work done at Stanford Research Institute by Albert Humphrey which later produced the 'Stakeholders Concept' and 'SWOT Analysis'. TAM is designed to obtain the necessary agreement and commitment from the appropriate people required to guarantee results. Humphrey's experience in using the TAM process indicates that if the rules are followed, TAM ensures success.
6.John Fisher's model of personal change - The Transition Curve - is an excellent analysis of how individuals deal with personal change. This model is an extremely useful reference for individuals dealing with personal change and for managers and organizations helping staff to deal with personal change. The model features the following phases of human mind while undergoing change.
Anxiety
Happiness
Fear
Threat
Guilt
Depression
Disillusionment
Hostility
Denial
7. Hersey and Blanchard's theory of change cycles is one of the most discussed change models. This theory brings out the Participative and Directive change cycles treating change as a process touching upon
Beliefs
Values
Attitudes
Individual behavior
group Behavior.
The list is not exhaustive. There are much more which I have left out. i would suggest that you start reading this topic author-wise so as to gain an in depth understanding.
best wishes
Rajeev.V
From India
thank you so much sir but can u also tell me bout various organisations what models they are using n what changes hav occured . or where can i find this information ???? regards
From India
From India
Various organisations have their own change models which are part of their organisational culture and policy. These are not advertised facts which we could gather from outside. even if one were to work in an organisation one need not know what kind of change measures are employed unless one is part of the policy making team. Because change is a sensitive process since it influences individual and grop behaviour, and since it is subjected to resisting forces, the process of all significant changes is mostly OVERT even with the participation of employees as in the Participative change cycle. I am talking about behavioural changes of individual employees or groups.
Again, change is effected on systems, processes, technologies, and people and each uses various mechanisms.
regards
Rajeev.V
From India
Again, change is effected on systems, processes, technologies, and people and each uses various mechanisms.
regards
Rajeev.V
From India
hai rajeev is change models and attrition models the same. if not can u pls suggest me the models of attrition used my companies. regards rebz
From India, Bangalore
From India, Bangalore
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