Change Models in Business, Change Is Something

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 objectives is: time and communication. 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 incorporating a certain amount of flexibility in the process. Whereas the Lewins Change philosophy, is taking a more generalized approach utilizing a three step method. These differences are showing how each strategy offers specific insights about how to analyze and invite changes inside an organization. What separates them from one another is the overall scope of these shifts, the utilization of resources and the way transformations are introduced / implemented. (Taylor, 2012)

Explain why you chose the models and discuss how and when you feel these two models could be used effectively in an organization.

These two models were selected because they can provide different views about how to restructure an organization. In today's business environment, both are providing insights about the way this can be achieved and the most effective strategies for reaching these objectives. Moreover, Bullock & Battens is taking the ideas from Lewins' approach and is building upon them to create a more refined strategy. This offers executives with a workable plan to achieve these goals and customize it to their own organization. (Taylor, 2012)

The way they can be used inside a firm is to determine what challenges need to be addressed and create lasting shifts in the working environment. For instance, the atmosphere at any company is a major challenge that will impact the quality and scope of transformations that are introduced. Lewins ideas; provide a working foundation as to the way this should occur and what procedures must be followed. (Taylor, 2012)

The views of Bullock & Battens, is taking these insights and applying more specific steps which can be used in conjunction with the general outline from Lewins. This helps executives to understand how to incorporate change and have the flexibility to adjust with unique challenges. In many ways, one could argue that this is the key for ensuring that all organizations are successful in implementing these kinds of strategies over the long-term. (Taylor, 2012)

For example, inside any firm creating changes can be difficult to implement. This is because the staff will often be resistant to these transformations. The Lewins model is highlighting potential challenges that will take place and how this will affect everyone. This provides a basic background as to what executives can expect during the process. (Taylor, 2012)