Management philosophy: Change management theory
This paper’s theme is an analysis of change management theory as a component of management philosophy. Change management is a significant for many organizations. Change, by its very nature, is ongoing and constant, is essential to successfully managing its effects (Waldron, Vsanthakumar & Arulraj, 1997). Winston Churchill stated, “To improve is to change. To be perfect is to change often” (Churchill, ND, p. 1). Heraclitus, an ancient philosopher, indicates nature is change. Like a river, nature flows ever onwards (Rayner, 2008). For many years, philosophers have waxed poetic about change. The basis for this report is a change management table, which is available in the appendix.
Various theories and processes exist in the field of change management including Kotter’s Eight Steps to Change Management, Bridge’s Transition Model, Roger’s Technology Adoption Curve, Kubler-Ross Model, and Proscis ADKARs model. Each of the various change management approaches has different positives and negatives. The analysis of this subject includes a summarization of the article about a specific type of change, the philosopher main theory, the influences of the theory, and a comparison of the theories.
Change Management Theories
Each of the following sections will provide a summary about the salient change management theory, the theories main theorist, and theory influences.
Kotter’s Eight Steps to Change Management
According to Shirvani, Dehaghani & Mossavi, (2013), the article’s theme is an empirical investigative study of the use of Kotter’s eight-step change management method in a hierarchical organization structure. Kotter’s eight-step change management approach include increasing urgency, building a guiding team, getting the right vision, buy-in positioning, empowering action and removing obstacles, creating a series of short-term wins, maintain a constant implementation vigilance, and maintain the changes. The results of the author’s study was creating short term wins receives the highest success rate while removing obstacles results in a minimization of the rate of success. The author’s conclude intra-organizational cooperation is necessary if the implementation team is to be capable of mobilizing the change. Additionally, employees need convincing and encouragement to believe in the better future resulting from the change. Finally, the results of the change require monitoring to ensure the organization does not regress into the old process. Kotter’s eight-step change management approach associates with the contingency management philosophy. The contingency philosophy integrates management theory with the organization’s complexity. The philosophy depends on the situational nature and conditions of the organization.
Bridge’s Transition Model
According to Bridges and Mitchel, (2012), the transition model explains the three management stages including ending, neutral zone, and new beginnings. The Bridges and...