Organizational Research and Theory Change methods are actions that managers undertake to handle change. There are two types, systematic methods and management methods. Management methods are more involving and broader than systematic methods (Al-Haddad & Kotnour, 2015, p. 248). Many writers have come up with various methods of change management, including:

Steps of the Change Models of Kotter and Lewin

a) Kurt Lewin's model has three phases including the unfreezing stage, the actual change and the refreezing stage. Lewin opined that change involves the opinion that there is need for change, acting towards the intended change and making the change a custom. The stages involve the following:

Step 1-Unfreezing: According to Lewin, human beings behave under the influence of a semi-stationary equilibrium that is surrounded by compound forces. Before getting rid of old habits and adopting new ones, there is need to unfreeze/ destabilize the equilibrium. Lewin thought of the process as difficult and that it was not applicable under all circumstances: 'unfreezing' the current situation can entail various problems depending on the cases. All port..." characterizes the 'catharsis' that is seen as necessary before eliminating prejudice" [38]. For self-righteousness and complacency to be eliminated, it is at times important to develop emotions.

Step 2- Change: Unfreezing does not take place as an end step; it... "Develops motivation for learning, but it is not automatic that the direction is predicted or controlled" [49]. It is important to consider every force involved as well as to iteratively find and assess the options available [2]. This learning, done through action research helps individuals and groups improve their behaviour.

Step 3- Refreezing: This step...

The new habits should to some extent be compatible with the learner's other behaviour, environment and personality to avoid disconfirmation (Sarayreh, Khudair & Barakat, 2013, p. 627).
(b) Kotter's Model

Kotter's model converts change into a campaign. It is leaders who influence their employees to be receptive of change. Kotter, in his book, "Leading Change" (1996), outlined a process for bringing major change (Nguyen, 2010). It had 8 stages, including:

1. Develop a Feeling of Urgency: Evaluate competitive and market; Point out and address problems, major opportunities or potential crises.

2. Establish the Guiding Group: Create a group of people with enough authority to initiate change and form a team out of them.

3. Develop a Strategy and Vision: Develop a goal for the change and a strategy for accomplishing the goal.

4. Share the Vision: Try every possible way to share your vision as well as strategies and get a role model from your guiding group to illustrate the expected conduct of employees.

5. Empowering Action: Eliminate any hindrances to the change process, structures and systems which may challenge the vision; motivate non-customary and daring ideas, actions and activities

6. Come up with Short-Term benefits: Identify and create visible short-term achievements, and give rewards to…