Change Models In business, change is something that is inevitable for all firms. Those who are able to effectively adapt can make adjustments with transformations in consumer tastes and the economic cycle. To fully understand the most effective strategies requires comparing and discussing the Lewins Change model with the Bullock & Battens approach. During this process, there will be a focus on why these models were chosen and how they can be used effectively inside an organization. Together, these elements will highlight the benefits of each one and the way they can allow firms to evolve with the challenges they are facing over the long-term. (Taylor, 2012)

Comparing, Contrasting and Discussing the Lewins Change Model with the Bullock & Battens Philosophy

The Lewins Change model is focused on a three step process. The most notable include: challenging the status quo, creating transformations and implementing lasting shifts. Challenging the status quo is when executives must show how the existing culture and atmosphere will not help the company to be successful over the long-term. This requires altering the way everything is done and creating tremendous amounts of uncertainty / imbalance in the process. The primary objective is to force the organization to examine its core values and why this happening. It is at this point when everyone will understand these transformations and become motivated to shift their thinking. (Taylor, 2012)

Change is when everyone will begin to have more clarity about transformations and can see the long-term benefits of embracing the strategy. This requires them contributing to what is happening in a meaningful way and realizing how it will help them. However, not everybody will support these larger objectives. Instead, some will believe that this is the wrong approach and want to continue to embrace the previous model. The key to achieving these...

This will cement a solid approach for dealing with critical issues and introducing alternatives most people will support. (Taylor, 2012)
Implementing lasting shifts is when changes will become a part of the organization itself. This will take place in the form of a consistent organizational chart, reliable job descriptions and helping everyone to internalize / institutionalize the transformations. The basic objectives are to ensure that these policies and procedures are utilized all the time. When this happens, these changes will become a part of the everyday business practices that are embraced by the organization. It is at this point when the staff will feel comfortable utilizing these new ideas (which is effectively creating a change in attitudes and policies / procedures). (Taylor, 2012)

The Bullock & Battens model is focusing on four different elements to creating lasting transformations inside a firm. The most notable include: exploration, planning, action and integration. Exploration is when the firm is identifying the need for change by bringing in experts, who can help them to gather the necessary resources and understand where these transformations are required. (Taylor, 2012)

Planning is when the management will work with experts and decision makers to create an effective strategy for implementing these changes. Action will occur-based up the strategy that is created. During this process, feedback will be used to analyze what is happening and offer insights about making readjustments. Integration involves aligning changes with other areas inside the organization and formalizing them through established mechanisms. To include: rewards, company updates and policies. (Taylor, 2012)

The Bullock & Battens model is different by providing greater detail as to how transformations must occur. At the same time, it is…