Managing Organizational Change Change Management Plan Marchello Williams 1 Set of steps in the OD Action Research Model The OD approach involves three stages namely: Planning actions Action Phase Output Phase (Rothwell et al., 2015). Organizational Change Almost every aspect of life is insfluenced by change. For businesses it is the only way to grow as well as remaining competitive in the market. Being prepared to accommodate change is very essential for sustainability and efficiency of the organization. This Action plan is based on problem, client and action. The main focus of this approach is to put data into action. This actions involve three stages. Stage one involves numerous planning actions initiated by both the working agent and the client working together. Stage two needs both involvement and collaboration between the people participating. Stage three which is also the final stage produce reflections, analysis, findings as well as conclusions.” Warner Burke’s Action Research Model” is one good example of this model. By utilizing seven stages this model enables clients to realize change. Od practitioners who embrace this model show better skills as mediators, meeting planners, counselors, coaches as well as facilitators. 2 Set of Steps in Appreciative inquiry This approach involve for phases namely: Discover Dream Design Deliver (Lewis et al., 2016) Set of steps in Kotter’s Eight Step Model This model is made up of eight steps namely: “Create urgency, Form a powerful coalition, Create vision for change, Communicate the vision, Remove obstacles, Create short term wins, Build on the change, Anchor the change in corporate culture” (Tan, 2016). Appreciative inquiry involves four phases namely, “Discovery, Dream, Design, and Destiny/Delivery. The completion of these stages result in transformational change, sourced from collaborative inquiry with participants” (Rothwell et al., 2015). Discover is the first step which aims at finding emphasizing and illuminating all factors that have led to the best outcome in a specific circumstances. Dream is the second phase where you collectively and imaginatively have visions of what is possible. In design you develop what should be done as well as what can be done. Destiny is the last phase which involves committing to exploration of delivering, learning and innovating. According to the founder of the Kotters eight step model, neglecting one step can result to a serious fail of the model. Basically this model was developed for the purposes of emphasizing that change is not a process that is quick and simple. 3 Pros and Cons of and Action Research Model Pros; Used for collaborative work Contextual and relevant to particular circumstances Cons Not always fully understood and implemented correctly. Difficult without paper support Can be viewed as ‘add-on’ Pros and cons of Appreciative inquiry Pros; Engage people effectively Focused on what already works Cons; Bottom up approach Giv ...

1. Managing Organizational Change
Change Management Plan
Marchello Williams
1
Set of steps in the OD Action Research Model
The OD approach involves three stages namely:
Planning actions
Action Phase
Output Phase (Rothwell et al., 2015).
Organizational Change
Almost every aspect of life is insfluenced by change. For
businesses it is the only way to grow as well as remaining
competitive in the market. Being prepared to accommodate
change is very essential for sustainability and efficiency of the
organization. This Action plan is based on problem, client and
action. The main focus of this approach is to put data into
action. This actions involve three stages. Stage one involves
numerous planning actions initiated by both the working agent
and the client working together. Stage two needs both
involvement and collaboration between the people participating.
Stage three which is also the final stage produce reflections,
analysis, findings as well as conclusions.” Warner Burke’s
Action Research Model” is one good example of this model. By
utilizing seven stages this model enables clients to realize
change. Od practitioners who embrace this model show better

2. skills as mediators, meeting planners, counselors, coaches as
well as facilitators.
2
Set of Steps in Appreciative inquiry
This approach involve for phases namely:
Discover
Dream
Design
Deliver (Lewis et al., 2016)
Set of steps in Kotter’s Eight Step Model
This model is made up of eight steps namely:
“Create urgency, Form a powerful coalition, Create vision for
change, Communicate the vision, Remove obstacles, Create
short term wins, Build on the change, Anchor the change in
corporate culture” (Tan, 2016).
Appreciative inquiry involves four phases namely, “Discovery,
Dream, Design, and Destiny/Delivery. The completion of these
stages result in transformational change, sourced from
collaborative inquiry with participants” (Rothwell et al., 2015).
Discover is the first step which aims at finding emphasizing and
illuminating all factors that have led to the best outcome in a
specific circumstances. Dream is the second phase where you
collectively and imaginatively have visions of what is possible.
In design you develop what should be done as well as what can
be done. Destiny is the last phase which involves committing to
exploration of delivering, learning and innovating. According to
the founder of the Kotters eight step model, neglecting one step
can result to a serious fail of the model. Basically this model
was developed for the purposes of emphasizing that change is
not a process that is quick and simple.
3

3. Pros and Cons of and Action Research Model
Pros;
Used for collaborative work
Contextual and relevant to particular circumstances
Cons
Not always fully understood and implemented correctly.
Difficult without paper support
Can be viewed as ‘add-on’
Pros and cons of Appreciative inquiry
Pros;
Engage people effectively
Focused on what already works
Cons;
Bottom up approach
Gives no guarantee to the change.
The Action Research model has several pros and cons . Some of
it’s cons are; It is designed to be used for collaborative work for
both students and teachers as well as teachers with their
colleagues. According to (Rothwell et al., 2015),“Teachers
should share the nature of the planned improvements with their
students, so that students can be knowledgably involved in
evaluating them. Teachers’ action research is enhanced when it
is undertaken in collaboration with colleagues and when
involving others as critical friends.” It is also relevant and
contextual for circumstances the teachers find themselves in
since they use it to improve and inform their performances. One
of the advantages of appreciative inquiry is that it engages
people effectively. This makes all people to feel appreciated at
the organization as they are part of the change. Focusing on
what already Is there enables people to build on the strengths
the have thus easing the change process.
4
Pros and Cons of Kotter’s Eight Step Model.

4. Pros;
Creating a sense of urgency
Creates the guiding coalition
Cons;
It is basically in top down format
No specific guidance for change maintenance.
Red carpet should use Kotter’s Eight Step Model for it’s change
process. This is because the model offers creates a sense of
urgency which is highly needed as well as guiding coalitions.
The first two steps of the “Kotter’s Eight Step Model” make its
greatest strengths. If you rush to implement a change without
involving all the stakeholders then you are planning to fail
terribly. Normally leaders think that they can force changes
without involving some other people who also understand the
importance of the change. For this reason this model is very
useful since it guides the leaders on how to incorporate other
people in the process. During the change process many things
are needed and this model provides a checklist for them. Red
carpet should use Kotter’s Eight Step Model for it’s change
process. This is because the model offers creates a sense of
urgency which is highly needed as well as guiding coalitions.
Second it enhances good communication among all people
involved by using different channels to deliver indented
message.
5
Red Carpet can overcome resistance to change by effectively
engaging employees, effectively communicating change,
overcoming opposition as well as implementing the change in
several stages (Tan et al., 016). Red Carpet may need to use
face to face communication to explain to their employees the
need for change.

5. It is very essential for organizations to listen to feedback from
their workers. It is very key to keep them in the loop since they
are the once who deal directly with the customers and gets all
work done. The business or organization need to ask their
workers questions and use the feedbacks they give to adjust the
change plan accordingly to demonstrate that their concern and
ideas matter. Telling employees what they are expecting is the
best way possible an employer can communicate to them about
change. It is important for employers to understand that change
takes time. It is necessary to prepare for it adequately before
taking actions for the change. The change also needs to be
implemented gradually in stages. The management should also
engage those who are against the change and gather their
concerns and develop ways to alleviate such issues on time.
Face to face communication is very efficient since it enables
you to get instant feedback. You can even be able to translate
the feedback though facial expression and body language.
6
References
Rothwell, W. J., Sullivan, R. L., Kim, T., Park, J. G., &
Donahue, W. E. (2015). Change process and models. Practicing
organization development: Leading transformation and change,
42-59.
Lewis, S., Passmore, J., & Cantore, S. (2016). Appreciative
inquiry for change management: Using AI to facilitate
organizational development. Kogan Page Publishers.
Tan, S. Q., Lim, W. W., Liu, S. L., Phoon, W. L. J., Tan, T. Y.,
Viardot, V., ... & Tan, H. H. (2016). Kotter's Eight-Step Change
Model: One Centre's Experience for Transition to the GnRH
Antagonist Protocol. Journal of Womens Health, Issues and
Care, 2016.