Theoretical Matrix of Organizational Change Research Paper

Theoretical Matrix of Organizational Change - Research Paper ExampleHowever, it should be noted that the contribution of these people is vital for effective channelize to take place. The fourth category is late majority, which mainly involves individuals who are interested in the results brought about by change before they can devote themselves to the change. The one-fifth one is laggards, which is composed of individuals who might disagree with efforts aimed at bringing change. In addition, they may also not be effective during the initial as healthful as the late change phases (Bate, Mendel and Robert, 2008). Kotters Theory According to Kotters theory, change is made of emotional and situational components. Moreover, he developed a model of eight step where through it change can be managed. These include the development of urgency, creation of a team to guide others, creation of vision, buying communication, enabling actions, creation of short-run advantages, not giving up and making the change stick. In addition, Kotter organizes every step into three similar phases. The initial phase, which is the creation of climate that enables change, entails the first, second and triplet step. The future(a) phase is engaging and enabling the entire nerve moreover, it entails step four, five and six while the last phase involves implementing and sustaining change additionally, it encompasses the seventh and ordinal steps. This theory involves gradual change that eventually run lows permanent, during the period of implementation thus, an organization can enjoy various changes that are taking place. Therefore, when the change is complete it is anchored into an organizations policies, and it becomes permanent. This theory mostly involves the person who comes up with the idea to make changes since it is his or her responsibility to see it successful. In addition, Kotters change theory is germane(predicate) in healthcare since it is capable of enhancing patient saf ety. Moreover, the theory offers opportunities for innovations capable of improving the safety of patients within the healthcare (Kotter, 2007). Lippitts Theory Lippitt came up with the seven-step theory, which lays much accent mark on the key roles, as nearly as responsibilities of change agent however, there is a continuous exchange of information all through the process. Moreover, it commences with diagnosis of the problem whereby the problem is detected, and raises the organizations concern. After the diagnosis, the motivation and capability for change is assessed. Therefore, assessment of resources as well as motivation of the agent of change is the step that follows. The next step entails choosing change objects that are progressive however, there is also the development of action plans and establishment of strategies. Change agents role ought to be selected and understand clearly by every party in order to ensure that clear expectations are made therefore, maintaining cha nge then follows. Effective communications, as well as coordination of groups, are vital components in this phase. Finally, change agent ought to pull steadily out from their major roles with time. Therefore, this can take place when change has become part of the culture of the organization (Petersen & Pedersen n.d). However, after the change has been implemented it should be included in an organizations rules and policies to make it part of the company. The Theories Application Lippit