Respond to
Change management has three different modals that it follows, unfreezing, moving, and refreezing. (Palmer, 2017, pg 235). Unfreezing consists of changing the attitude of employees by making them feel uncomfortable and finding the motivator to change. Moving consists of actually implementing the change of the organization. Lastly, refreezing consists of making the new behaviors consistent and ensuring nobody goes back to their hold habits. While we have the change management concept there are still contingency approaches. Which they tend to argue that the best way to manage change is dependent on the circumstances as every situation is different. There are four contingency approaches discuses in the text, where to start?, the change leadership styles continuum, the stace- duphy contingency matrix, and the hope hailey- bolgun change kaleidoscope. In the where to start? approach it talks about how the there are two key complements of change. The first would be to focus on the pivotal people and the second would be to design a pogrom with clear and meaningful goals. I believe the contingency models are the best approach because as work life career has begun there are so many different circumstances of change that I have been through. Even though some of the models, we have gone over would work. There are some things that would not have worked and would have been negatively impacted. So, fine tuning and being able to create a unique change program for every single situation is the best possible outcome. Cultural barriers and communication constraints affect the change process by people understanding the change initiative in a different way then they should. As the meaning behind the change may be interpreted incorrectly by some due to different cultural views or communication constraints.
Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://redshelf.com/