Change Models
In business, change is something that is inevitable for all firms. Those who are able to effectively adapt can make adjustments with transformations in consumer tastes and the economic cycle. To fully understand the most effective strategies requires comparing and discussing the Lewins Change model with the Bullock & Battens approach. During this process, there will be a focus on why these models were chosen and how they can be used effectively inside an organization. Together, these elements will highlight the benefits of each one and the way they can allow firms to evolve with the challenges they are facing over the long-term. (Taylor, 2012)
Comparing, Contrasting and Discussing the Lewins Change Model with the Bullock & Battens Philosophy
The Lewins Change model is focused on a three step process. The most notable include: challenging the status quo, creating transformations and implementing lasting shifts. Challenging the status quo is when executives must show how the existing culture and atmosphere will not help the company to be successful over the long-term. This requires altering the way everything is done and creating tremendous amounts of uncertainty / imbalance in the process. The primary objective is to force the organization to examine its core values and why this happening. It is at this point when everyone will understand these transformations and become motivated to shift their thinking. (Taylor, 2012)
Change is when everyone will begin to have more clarity about transformations and can see the long-term benefits of embracing the strategy. This requires them contributing to what is happening in a meaningful way and realizing how it will help them. However, not everybody will support these larger objectives. Instead, some will believe that this is the wrong approach and want to continue to embrace the previous model. The key to achieving these...
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