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Essay / Research Paper Abstract
This 4 page paper looks at the stages or steps that are present in successful change models, focusing on Lewin and Kotter. The theory is then applied to a case study; Concorde Bookshop where change has not been successful, with the aim of identifying which stages were omitted to identify where the process failed. The paper uses the article “Tales of woe at Concord Bookshop”. The bibliography cites 4 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEwoechange.doc
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Unformatted sample text from the term paper:
with many changes implemented failing; Maurer (1997) notes that 50% of changes implemented with the aim of achieving quality improvement will fail, along with 30% of reengineering projects, and 29%
of organizational changes. Therefore, it is apparent that when change is implemented there needs to be a strategic approach. A number of theorists have examined the way in which successful
change can be implemented, and while a number of models have been developed, they many commonalities. From Lewin to Kotter, the stages may be broken down differently, but the practical
aspects have many of the same steps (STamm, 2010; Thompson, 2007). Looking at Lewins model provided a good framework to examine the process of change management.
The models agree that after recognising the need for change the first phase of the change is preparation. In Lewins three stage model where the stages
are unfreezing, the change and then refreezing, this is the unfreezing stage. In this stage there is the need for the employer to communicate with the employees and win them.
Before the change takes place the employees should understand the need for change, and why it is needed and embrace it. Lewin refers to this as unfreezing as it is
aimed at unfreezing the attitudes of the employees and prepares them for change (Huczynski and Buchanan, 2007). This process may require a champion to the cause to win them over
and may benefit from input from the employees, who may have valuable information. Consulting with them will also help them to feel a part of the change if they are
able to have some influence (Huczynski and Buchanan, 2007). When looking at a model such as Kotters 8 stage model, this is
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