Innovation and change are threads that run through all organization in spite of industry, size, and age. With today's globalization, organizational change is inevitable. Therefore, those organizations that embrace innovation as well as change have an opportunity of flourishing in whatever they do, and may not end up struggling to achieve the organizational objectives (Gibson, 1996).
Lewin's Model of Change
This gentleman came up with model of change, which up to this moment is being referred to as one of the cornerstone change models. His model comprised of three major phrases of change and was therefore referred to as Unfreeze- Change-Refreeze model (Davis, 1979). This social scientist as well as physicist described organizational change through the analogy of altering the shape of an ice block. Lewin believed that, for thriving change to take place an individual must comprehend the reasons as to why this change is taking place. He further adds that motivation has to be created prior to change. In Lewin's change model, an individual ought to be assisted to reconsider a number of cherished hypotheses concerning one's relations and oneself to other individuals (Driscoll, 2000).
Bridges Model of Change
Bridges model of change stated that change is situational, and that change is different from transition (which is psychological process individuals undergo through in order to adapt to the novel situation or concepts). In this model, Bridges stated that transition is internal, whereas change is always external, and that change is concerned about external situation. In conclusion Bridges stated that transition can lead to change (Consult Pivotal, 2009).
Bennis Et Al Model of Change
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