Models and Theories
Models and Theories of Change Review
LDR/515 Week 2
Models and Theories of Change Review
New technological advances have changed the way organizations are preparing for the future. Management must focus on the human implications resulting from the implementation of new technology and be prepared for resistance and human implications resulting from technological changes. The way management prepares for the change can create a smooth transition or failure. Many theories and models for change have been created to help this transition. Choosing the right model or theory for your work place depends on the type of organization. Although you do not know how the workforce will react to the change, it is important to implement a strategy that will help foster the change. Many factors needed to be weighed to implement a successful change strategy. Management needs to look at the organizational culture, the challenges of implementing the change and the tactics they will use to overcome resistance of the change. There are many different models and theories involving change management. The first model is appreciative inquiry. “Appreciative inquiry is a form of action research that attempts to create new theories, ideas and images that aid in the developmental change of a system (Bushe, Gervase, 2001).” Appreciative inquiry is a collection of people’s positive experiences and tries to find ways to emulate them. A disadvantage to appreciative inquiry is that there is no set way of collecting data. “. The basic process of appreciative inquiry is to begin with a grounded observation of the "best of what is", then through vision and logic collaboratively articulate "what might be", ensuring the consent of those in the system to "what should be" and collectively experimenting with "what can be (Cooperrider & Srivastya, 1990)". An advantage to appreciative inquiry is
LDR/515 Week 2
Models and Theories of Change Review
New technological advances have changed the way organizations are preparing for the future. Management must focus on the human implications resulting from the implementation of new technology and be prepared for resistance and human implications resulting from technological changes. The way management prepares for the change can create a smooth transition or failure. Many theories and models for change have been created to help this transition. Choosing the right model or theory for your work place depends on the type of organization. Although you do not know how the workforce will react to the change, it is important to implement a strategy that will help foster the change. Many factors needed to be weighed to implement a successful change strategy. Management needs to look at the organizational culture, the challenges of implementing the change and the tactics they will use to overcome resistance of the change. There are many different models and theories involving change management. The first model is appreciative inquiry. “Appreciative inquiry is a form of action research that attempts to create new theories, ideas and images that aid in the developmental change of a system (Bushe, Gervase, 2001).” Appreciative inquiry is a collection of people’s positive experiences and tries to find ways to emulate them. A disadvantage to appreciative inquiry is that there is no set way of collecting data. “. The basic process of appreciative inquiry is to begin with a grounded observation of the "best of what is", then through vision and logic collaboratively articulate "what might be", ensuring the consent of those in the system to "what should be" and collectively experimenting with "what can be (Cooperrider & Srivastya, 1990)". An advantage to appreciative inquiry is