Tag: force

The Unit 3 discussion topics continue to address SHRM Content Areas related to HRD. Unit 3 continues with Change Management addressing resistance to change and Lewin’s Force Field and Three Step Model. Given that HRD training is a common means of introducing organizational change, last week you looked at change management. You reviewed resistance to change and the Lewin Change Model including the Force Field Analysis and Three Step Change Model (Borkowski, pages 5–7) This week you will continue learning about change management using Kotter’s 8 Steps of Change Management (Borkowski, pages 7–8 and Rothwell pages 11–13). Topic 1: SHRM Content Area (Change Management Kotter 8 Step Model) Rothwell reviews Kotter’s 8 Step Change Model, how are Kotter’s 8 Steps related to Kewin’s Three Step Change Process? Which of Kotter’s 8 Steps would be most relevant to your organization? How would you apply that step to your organization? Link the actions proposed in the step most relevant to your organization in specific and actionable ways. How would you implement that step? The case study on page 12 may give you some ideas. Topic 2: SHRM Content Area (Change Management: Lewin and Kotter) Which change model do you prefer, the Lewin 3 Step Model or the Kotter 8 Step Model and why? See Lewin’s Force Field and Three Step Model

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Topic 1: SHRM Content Area (Change Management Kotter 8 Step Model)

            Both Kotter and Lewin’s change management model have played critical role when managing change in the organization. For instance, both models involve steps that leads to the achievement of permanent change. Lewin’s first step of change is unfreezing, which involve unpacking the problem(Levasseur, 2001). In other words, before proceeding to the second step, which is change, it imperative to understand why the change is to take place. The last step involves making the change permanent, which is freezing the change into a desired outcome. In essence, Lewin’s change management model is simplified into three stages.

            Kotter’s change management model involves eight steps: the urgency of change, build a devoted team, create a vision, communicate the change, empowers the employees, create goals, persistent and create a permanent change. The review of these two change management models showed that they are related in various ways(Levasseur, 2001). Although Lewin’s model focus ‘process’ ‘why’ and ‘how’, Kotter’s model invokes actions. They both provides fundamental steps needed to successfully manage change and make it permanent. In addition, Kotter’s and Lewin change management model provide comprehensive guidance to the management of change in the organization.             The most relevant Kotter’s step to the organization…………………………………………………………………………………………………

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