Change Models

Change Models

I have research three different change models, which may help in managing the merger of the EEST and Ouest IT departments:

1. Top-Down Change Model

2. Transformational Leadership Model

3. Strategic Change Model

I would like to provide a short description of each change model. First, is the Top-Down Change Model, which emphasizes leadership. The CEO can coordinate relatively swift changes by developing a vision, communicating it and involving employees. The leadership will set goals, clarify desired result, provide feedback, give rewards for desired performance and take action when goals are not met. They do not completely ignore the human factor - they care about people and want to see them grow - but they focus on performance driving cultural change, not the reverse (Changing Management Culture: Models and Strategies to Make It Happen).

The Transformational Leadership Model is almost the opposite of the Top-Down Model; it is more of a "grass roots" or Ground-Up style implementation. Transformational Leadership works by influencing the values and priorities of employees, thereby motivating them to achieve more. Leaders inspire followers through the mission, optimism, enthusiasm and emotional appeal. They provide personal support and encouragement, show concern and offer coaching. They set a personal example, sacrifice for the group and show good ethics. They challenge people to view problems from new perspectives and to find new solutions, while making it safe for them to express negative emotions and business concerns. Employees then connect more to the mission, seek ways to improve their performance and as a result enhance the organizational culture (Changing Management Culture: Models and Strategies to Make It Happen).

The Strategic Change Model, also known as Kotter's 8-Steps for Organizational Change, generally follows the eight-step below (Spain):

1. Establish a sense of urgency.

2. Create the guiding coalition.

3. Develop a vision and strategy.

4. Communicate the change vision.

5. Empower employees for broad-based action.

6. Generate short-term wins.

7. Consolidate gains and produce more change.

8. Anchor new approaches in the culture.

The Top-Down approach is most effective when the leader has a great deal of control over the everyday activities such as the hiring, firing, promotions, and incentives of employees.

The Transformational Leadership is most effective when the employees have a high level of trust, admiration, loyalty and respect towards the leader, and they are motivated to exceed expectations (Yukl).

The Strategic Method is most effective when employees feel stress within a certain aspect of the current culture. The stress they experience will provoke the need

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