Models of change management

Models of Change Management – Devising Standards for Business Success

The different models of change management were devised to have a clear representation on how change should be implemented in an organization. Each of these models has its own benefits and at the same time weaknesses, that if change management is carefully planned and employed will still yield positive results. Some of the different models of change management were described below:

(1) Business Process Reengineering (BPR) Model
This model is focused on outcomes and work processes rather than on people issues. Seven principles were designed to improve quality, cost and time management. These are the following:
(a) Organize around desired possible outcomes, not tasks.
(b) Identify all the processes involved and prioritize in order of redesigned urgency.
(c) Integrate information processing work into real work.
(d) Treat geographically dispersed resources as a centralized unit.
(e) Link parallel activities to eliminate redundant work.
(f) Build control in the process.
(g) Capture information at the source.

(2) Kaizen Model
It is the opposite of BPR wherein it focuses on long term philosophy than short term change tool. Kaizen founded five specific elements that are known to be people oriented, easy to implement and has proven success over a long term change situations to allow people time to adapt on the new process and grow from it. The five elements are:
(a) Teamwork
(b) Personal Discipline
(c) Improved Morale
(d) Quality Circles
(e) Suggestions for Improvement

(3) Deming PDSA Cycle Model
PDSA stands for Plan, Do, Study and Act. This model is designed to create a culture that in constantly innovating and preparing for change. As a result, people will be more comfortable with the change process.