Creating Sustainable Change – How to create and sustain change?
February 12, 2025
If proper procedures are the foundation of a high-performance team, then clear and open communication is the roof. Clear and honest communication between the team members and the management is the backbone for the survival of a high-performance team. It acts as a glue that binds all the team members together. Effective communication helps in […]
There are several organizations in the world that follow their very own risk management practices. However, there are some practices that are better than others. An international body has been formed to collate and codify such risk management practices. This international body is called the International Risk Governance Committee (IRGC). The International Risk Governance Committee […]
The term new public management was coined by scholars from UK and Australia (Hood 1991 and Hood and Jackson 1991), who were working in the in the areas of public administration. Now, the origin of this new term was to propose a new point of view towards the organizational design in the public sector, however […]
The volatility present in the market is always mentioned in a negative manner. However, if one looks carefully at the function performed by market volatility, this negative connotation seems unnecessary. This is because, in the absence of volatility, making profits would also be impossible. It is this volatility, which enables the fluctuation of prices that […]
We now know that a reinsurance contract is a contract between an insurance company and a reinsurance company. However, up until now, we have been assuming that the reinsurance company directly deals with their customers i.e. the insurance company. However, this is generally not the case. In a large number of cases, insurance companies deal […]
Several models of Change Management have been suggested by several management consultants, social scientists and clinical psychologists till date for implementing planned change successfully. But these models are continually revised or adapted as per the changing times or forces of business.
Change Management Models establish the framework or can be regarded as the starting point in the implementation of change across the organization by ascertaining the need for change and they set the scene for implementation of various change interventions across the organization.
Each Model of Planned Change rely on certain theories which describe the different stages of change management and how it affects the various levels in an organization. If we review the literature, a lot of confusion exists in understanding the difference between models of change and change strategies.
According to Sadler (1996, p. 49), an organizational strategy can be regarded as the means for realising the ultimate goal or focal objective. It involves defining the vision and mission, long term and short term plans, operational objectives, values and organizational ethics and tactics. While, on the other hand a model of change encompasses the assumptions and beliefs which when combined together in a systematic manner, result in bringing about change in an organization (Tichy 199). Thus, it can be said that the models of change lay the framework for formulation and implementation of strategies.
Change Interventions can be subdivided into three broad categories:
If we examine all the three interventions of change management, we will understand that all these interventions lay stress on the role of leadership, strategic planning, involving employees in the overall process and proper communication. Hence, for successful implementation of change, the models of change management or approaches should be considered.
According to Burke and Trahant (2000), for gaining a competitive edge over the competitors, an organization should have change management processes in place and be able to implement change effectively. These procedures may involve various elements like organizational structure and culture, organizational control, technological developments and transformational leadership.
The nature or the degree of change will primarily depend on the organizational requirements for change. Thus, it can be concluded that change is inevitable and ubiquitous, affects different systems and processes in an organization and mostly involves a transition from known to the unknown state.
Due to the uncertainties involved in the process of change and its widespread impact, organizations must adopt an integrated approach in any change program which should include the structural, behavioural and technological approaches for implementing change across the organization (Harvey and Brown 1996, p. 410).
Your email address will not be published. Required fields are marked *