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Freeze (or Refreeze). A lot has changed since the theory was originally presented in 1947
Kotters 8 steps
In 1995, Kotter, a professor at Harvard Business School and world-renowned change expert, introduced his eight-step change process.
1. Create Urgency
For change to happen, the whole company must really wants it. In some cases there is no choice, from a purely business point of view it has to come or else.....Therefore, develop a sense of urgency around the need for change. This may help you spark the initial motivation to get things moving.
There will be some processes and structures that get in the way of change. Some people will also resist it. We need to be rewarded and recognised for change, and supported to overcome barriers. Where there is resistance, honest discussion is needed.
8. Make it stick
The change needs to be based on values that can be seen in day-to-day work. The change should be visible in all that you do. Culture change comes last, not first and happens because people can see the new way is better than the old.
According to Kotters whatever structural and technological change happen it will affect the people. So he emphasize on people change because he believes that structural and technological change will affect people so Kotters 8 steps of change management are for the people. People covers individual, individual makes a team, team makes a organisation
If an individual is against the change then he is a barrier and has to be removed. But removing the barrier means that finding out why the individual is resisting the change. If he is not happy, why he is not happy, if he does not have the skills, give him skills. Why team is not supporting the change, why they are not happy. Individual makes a team if individual is happy team is happy. If individual support the change team support the change. So understand the individual and resolve the problem and in terms or organisation, team makes an organisation.
Planned (proactive) and Reactive change Proactive change- Is a change where the company goes out of its boundaries to
understand the market and customers demand so that they can bring out a change in there organisation to gain the profits . The best example for proactive change is MacDonalds. MacDonalds did a market research and came to now that now days customers are more concerned about the healthy food so they changed the menu of there food products and add some healthy diet due to which there market as well as profit increased.
Reactive change- Is a change there company do not want to change itself but it is forced
for a change. The best example for reactive change is the Tobacco companies. Tobacco companies do not wanted to change themselves but they were forced by the NGOs and the government to have a change in there selling policies.
Lewins- he say that weather its Proactive or Reactive change and if there are individual,
structural or technological barriers. You have to remove those barriers and if the barriers are removed the change will happen.
Reference list?
Kotter International, 2012. The 8-Step Process for Leading Change. Retrieved from http://kotterinternational.com/kotterprinciples/changesteps Mindtool, 2012. Kotter's 8-Step Change Model Implementing Change Powerfully and Successfully. Retrieved from http://www.mindtools.com/pages/article/newPPM_82.htm
Change management coach, 2012. Kurt Lewin Change Management Model. Retrieved from http://www.change-management-coach.com/kurt_lewin.html