8.3 Change Management Models and Theory

Question 1

How does Scoring Models work?

Answer 1

Used to evaluate alternative system projects, especially when many criteria exist
Assigns weights to various features of system and calculates weighted totals
Many qualitative judgments involved
Requires experts who understand issues and the technology

Question 2

What are the main components of Lewin’s Change Management Model?

Answer 2

Unfreeze (initiation)
Change (adoption, adaption)
Refreeze (acceptance, use, incorporation)

Question 3

Describe how each of the main components in Lewin’s Change Management Model work

Answer 3

Unfreeze (initiation)
Preparing organisation to accept change is necessary
Most difficult and stressful part

Change (adoption, adaption)
Not everyone will fall in line just because change is necessary and will benefit company
People need to understand how changes will benefit them

Refreeze (acceptance, use, incorporation)
Outward signs of refreeze are stable organisation chart, consistent job descriptions
Making sure that changes are used all the time & that they’re incorporated into everyday business

Question 4

Describe Kurt Lewin’s Force Field Analysis from a theoretical perspective

Answer 4

Whenever driving forces are stronger than restraining forces, status quo of equilibrium will change
Apply this to understanding how people move through change and why they resist change
There will always be driving forces that make change attractive to people, and restraining forces that work to keep things as they are
Successful change is achieved by either strengthening driving forces or weakening restraining forces

Question 5

Describe the Force Field Analysis Process

Answer 5

1. Write up upcoming change you want to manage on whiteboard
2. Divide whiteboard space into two columns for driving and restraining forces associated with your change
3. Brainstorm ways to boost driving forces, and how to dilute restraining forces to improve chances of success

Question 6

Describe Kotter’s 8 step process for leading change

Answer 6

1. Establish sense of urgency
2. Creating guiding coalition
3. Developing change vision
4. Communicating vision for buy-in
5. Empowering broad based action
6. Generating short term wins
7. Never letting up
8. Incorporating changes into the culture