There are a number of models in management that aim to reduce resistance to change and control most organizational change processes. The Prosci ADKAR model is one of the best approaches introduced several years ago to support change in companies through the prism of its five major elements, namely awareness, desire, knowledge, ability, and reinforcement. The progress of the ADKAR model is evident today due to its evident advantages and the possibility to facilitate working processes. This model is developed from a study of 900 organizations across 59 countries over a 14-year period, carried out by the American research organization, Prosci. This model, developed by Jeff Hiatt, and first published in 2003, focuses on participatory approach of dealing with change. The model is simple to learn, makes sense, and focuses on the actions and outcomes required for change. ADKAR, in contrast to most other change management models, focuses on the human aspect Continue reading
Change Management
The ADKAR Model of Change Management
Change management can be characterized as the procedure of altering or changing one or more angles of an association utilizing a planned system. Change management includes the implementation of one or more techniques, which organizations use to increment effectiveness and acquire their objectives. Theorists have provided different concepts of change management simply to understand the framework according to which organizations manage and lead change. The Prosci ADKAR model is one of the best approaches introduced several years ago to support change in companies through the prism of its five major elements, namely awareness, desire, knowledge, ability, and reinforcement. The progress of the ADKAR model is evident today due to its evident advantages and the possibility to facilitate working processes. Prosci’s ADKAR Model of Change Management Prosci’s ADKAR Model is a goal-oriented change management model that guides individual and organizational change. Created by Prosci founder Jeff Hiatt, ADKAR is an acronym Continue reading
Role of Employee Involvement in Organizational Change
Employee involvement is known as the direct involvement of the organizational staffs in the growth, development and benefits of the company. This involvement can be with voice, participation, engagement and in democracy. These factors help the organization to improve its decision-making, improve the attitude of the employees towards work, increase the job satisfaction, and empower their employees with facilities for better health and life. To engage the employee in the organization, they should be given with the authority to become effective to take participate in substantive decisions, providing the training for appropriate decision-making skills and provide them rewards or incentives with successful participation. On the other hand, the organizational change is a process that refers to the modification or transformation of the organizations structure, work culture and goods. It has impact on the working of the employees and can also affect the work culture, infrastructure or to the process of Continue reading
What is Value-Based Management?
Today’s work life has become so demanding, fast paced, stressful, ambiguous and chaotic due to our lifestyle that we are forced to seek Value-based answers and ways of achieving personal stability within. We have come to realize that our inner wisdom is the only source that will sustain our adaptation and stability in the long run. More specifically, it has to do with how we define ourselves, view the world, relate to others, and make ethical/ moral decisions. Introduction of spirituality in an organization culture will help employees desire, to integrate personal life values with professional life. What is Value-Based Management? Value management is distinct from other management approaches in way that it is simultaneously includes attributes which are not normally found together. It brings together within a single management system. Alignment of business vision, goals, strategies, policies and practice has always been the key to the effectiveness and success Continue reading
Reducing Resistance to Organizational Transformations
Every organization goes through a period of change and development at one time or another whether these be big organization mergers, such as companies being bought out such as when Coca-Cola bought Costa coffee for 3.9 billion pounds, or small changes such as an alteration to a software a company uses or the development and implementation of autonomous machinery that helps create an increase in productivity. It has long been argued that companies should apply a participative dialogical approach to manage these changes to help prevent resistance to these changes. However, there is the possibility that this will be resisted due to psychological reasons or self-interest. This essay aims to find out if psychological reasons or self-interest make it impossible to have a truly open and participative approach to organizational development? While looking at how leadership plays in to preparing and guiding through an organizational development. Despite probable positive results, Continue reading
Application of Complexity Theory in Organizational Change
The organizational change is an integral part of every company nowadays. All organizations should be able to adapt to the rapidly changing environment. Globalization, technologies, pluralism, and multiculturalism are factors that predetermine the need to adapt to alternations to remain competitive in the sphere constantly. Managers may utilize a complexity theory to implement organizational change. According to this theory, the organizations are characterized by non-linear relationships and lack of order. Managers should identify the connection between variables to conduct an efficient change. Still, many employees resist to changes. Scientists and researchers have made many attempts to comprehend the way organizations function and develop. Various approaches to their understanding have been used. For instance, the organization was often compared to the machine. However, this seeing of organization is no longer relevant due to the development of other theories. The complexity theory presupposes that organizations function based on instability, entropy, nonlinearity, and Continue reading