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Change Management Questionnaire
Change management according to many becomes essential for the following reason:
external pressure; which can encompass competition, new technology, cost, and regulation
changes. Furthermore, economic and social conditions can escalate long-term change
necessary. This paper will discuss several aspects of change management models, theories,
and application thereof. In addition, it will provide overviews of the drivers of change,
factors necessary for to implement change successfully, strategies and expectations of
management, and leadership styles needed for influence and effectiveness.
Kurt Lewin three-phase model of change is described as unfreeze, move or change, and
refreeze. In simplified terms of most application, this means to allow the current process
and procedures less constraints, then to make the adjustments toward the new vision or
processes and procedure, finally to put in place new constraints for the new processes and
procedures (McShane, 2003.)
The Burke-Litwin Model of Organizational Performance and Change is based on the idea,
which theorizes the need to explore organizational functioning and organizational change.
This theory is brought to light by describing how performance is affected and how
effective change takes place. Furthermore, both in terms of content that coincides with the
processes emphasizing the transformational and transactional changes to be made are
given a value. Additional breakdown include how transformational change occurs as a
response to the external environment and its effects on the organizations mission and
strategy, the leadership of the organization and its culture. In turn, the transactional factors
are the affected-structure systems, management practices, and climate. In combination,
both types of factors affect the motivation of employees, which would affect performance.
The Tichy Strategic Alignment Process focuses on strategic management areas and tools
set up in a grid of three blocks across and three blocks down each in representation of a
particular area which are as follows, managerial tools are horizontal, mission and strategy,
organizational structure, and human resource management. The managerial areas are
vertical being the technical system, political system and cultural system (Organizational
Development Network ODN.com, 2004.)
Several internal and external drivers have pushed Synergetic Solutions Inc., (SSI) in a
direction to implement organizational change. To begin with there has been a stagnation of
the systems integration market, industry standards for system building, selling and
reselling and system networking solutions have made significant process improvements,
and finally productivity and absenteeism are declining (Organizational Structure
Simulation, 2004.) In application of the Lewin three-phase model because of these drivers
of change, it is now time to unfreeze the current processes (McShane, S. 2002.) In the
