Types of Management Changing

Change management is generally inevitable and is certainly vital to ensure the success for a firm. There is need for a organization to undergo constant changing and get accustomed to the change of external circumstances to prevent from becoming obsolete. It is defined to be a structured approach to transforming teams, individuals or the whole organization from a current situation to a new desired state. It also refers to the comprehension process and performing changes at different levels of staff members in a business firm.

In a whole, the individual and organization change are the two primary issues regarding change of management. There are few models for change revealed by experts. For instance, Lewin has developed a 3-stage representation for individual change, named the Unfreeze-Change-Re-freeze model. The first stage is unfreezing which means an attempt to unfreeze or probe into existing policies, procedures and beliefs as well as understanding the need for a change. The next stage is re-freezing, mainly to stimulate acceptance for the new integrated changes and replacing the old policies with modern ones.

Apart from that, Hughes also portrays a similar 3-stage model for individual change management. The stages invented by him are Exit, Transit and Entry. Judson, however, introduced that the change should be implemented in five main stages, namely analysis of the current situation and evaluating the possible changes required, gathering information about the changes needed, motivating and spreading awareness to accept the changes, then the real reinforcement of the changes, observing the new situation, injecting alterations wherever needed and hence, substituting the old scheme with a new system. The ADKAR, a formula established by Prosci, also applies a 5-step model. The steps comprise of: awareness regarding the importance for change, inspiring desires for the changes, spreading knowledge on the implementation of the changes, creating the channels for changes to take place, and lastly, executing steps to ensure the changes are maintained on a long term basis.

For organizational change of management, Donald Schon introduced a famous theory where he made claims that organizations are often prone to resisting changes and do not accept them easily. But if these firms are willing to develop themselves into learning organizations where all the employees will experience consistent learning, growing and changing then change would be much easier to be penetrated. As a conclusion, management changes are beneficial to both individuals and businesses. Although they are time-consuming and may earn some effort, the results should be tremendously effective and can be seen in greater extents if all staffs and authorities work hand in hand.