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Red Carpet LLC: Change Management Processes My Essay Help Uk

Model for OD Action Research The 8-Step Model of Kotter's Appreciative Inquiry Model




(Cameron & Green, 2015) The Action Research Model for Organization Development incorporates a continuous cycle of steps:

The organization's chief executive officer must identify challenges that can be resolved with the assistance of an OD practitioner. Establishing initial contact with an expert in behavioral science. Each party must be aware of the assumptions and values of the other. Collection of essential information by the OD practitioner (with the help of employees). Feedback for the client Reaching consensus on the necessary modification to implement. Joint action planning is performed. Change implementation begins with the introduction of new policies and procedures, reorganization, and reinforcement of new practices. Data collection to determine the success of the implemented change.

The eight steps of Kotter's model are as follows (Cameron & Green, 2015):

developing a coalition to control, coordinate, and communicate all actions; forming a strategic vision to predict the future; enlisting a volunteer army; removing barriers to stimulate action; generating short-term objectives; sustaining acceleration.

Four steps make up the Appreciative Inquiry Model (Cameron & Green, 2015):

The first stage, discovery, tries to determine the organization's strengths and to identify all variables that may lead to enhancement. The second, dream stage focuses on uncovering latent ideals, desires, and requirements. Creating a scenario and analyzing how it could potentially operate is a design stage. At the Destiny stage, the organization's future is decided and designed, and the execution of change begins.

Pros and Cons of Every Design





The primary advantage of the Action Research Model for Organizational Development is its cyclical character, which assumes that each action is driven by the one preceding it. In addition, this approach is problem-focused, future-oriented, and emphasizes the personal participation of all change process participants. The model is transparent: all stakeholders must be aware of one another's assumptions and values in order to create an environment that is conducive to change. The strategy allows for the integration of action, research, and assessment. The disadvantage is that too much emphasis is placed on research (Cameron & Green, 2015).



The primary advantage of Kotter's model lies in its first two steps, as any significant change begins with a leader's ability to persuade people of the necessity to initiate the transformation process. Consequently, building a feeling of urgency and forming a steering coalition requires involving a huge number of individuals in a single action. In many other models, these steps are omitted since they rely mostly on the personality and initiative of the leader, who may lack all the required insights and skills to initiate the change process on their own.



The model also gives a comprehensive checklist to ensure that everything is prepared for the start of the transformation. In order for people to feel a sense of accomplishment, it is crucial to build short-term victories. However, the leadership position is relatively weak (Cameron & Green, 2015).



The approach of appreciative inquiry promotes quick, radical, and sustained change that is not problem-oriented but rather possibility-oriented. It strengthens participants' sense of identity, thereby renewing their motivation and dedication. Moreover, it proposes enhanced ways for conflict settlement (Cameron & Green, 2015). However, the model's sequence of phases is unclear.



Choice Explanation



The majority of Red Carpet's present issues stem from the company's inability to effectively manage its human resources. It appears that upper management is incapable of coordinating collaborative work, and employee relations are relatively distant. Since the corporation has a reputation for being non-negotiable, it is unlikely that it will be able to organize change such that all interests are considered. Therefore, it is appropriate to recommend the Appreciative Inquiry Model, which is founded on the collaborative inquiry of all stakeholders and leads to transformational change.



Given the company's current difficulties, it is highly probable that problem-focused strategies will discourage personnel. The approach will aid in identifying the organization's strengths and highlighting all variables that may lead to progress. It will provide not only the search for experiences that demonstrate the best performance indicators, but also the identification of those that are unexpected and may motivate managers and staff to view the situation from a new perspective and generate constructive dialogue. In addition, the model will allow the company to realize its true potential by ignoring real hurdles and limitations. Employees will engage in several discussions and debates in order to share findings and identify actionable ones, which will bring them closer since they will need to collaborate to implement the change plan.



Defeating Opposition to Change



Considering the attitude of the company's top management toward employees, there is a risk that overcoming resistance to change may become an ongoing losing battle, as the existing scenario does not inspire optimism that people will be willing to embrace innovations. The organization requires a proactive strategy to lessen and eventually eliminate resistance. Here, leadership comes to the fore, as it is a leader's responsibility to inspire a cultural transformation and convince employees that their contribution to the final success is important. In this instance, all forms of communication will be required: The leader must be able to speak in front of a large crowd, organize good personal meetings, and communicate goals and outcomes via email. Change resistance can be addressed by doing the following steps:

arranging the team's roles and tasks to maximize the capabilities of each member while providing possibilities for personal growth within the team; establishing attainable goals by dividing the project into minor milestones, which will allow the completion to be celebrated and make the progress evident; Resolving conflicts in a timely and effective manner to avoid communicative breakdowns and establish an atmosphere of trust and mutual respect; demonstrating passion and genuine belief in future improvements; being persuasive rather than asserting personal authority; fostering creativity and encouraging contribution; being supportive and demonstrating that individuals' personal concerns are important.

Reference



Cameron, E., & Green, M. (2015). Making sense of change management: A comprehensive guide to organizational change models, methods, and techniques. London, United Kingdom: Kogan Page Publishers.

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