What are the four main approaches to managing organizational changes

Here are four tips for fostering organizational change management competency:Kotter's eight step plan for implementing change:Empower others by removing barriers.Effective communication on the change itself and its associated outcomes, particularly the benefits, could help employees understand and appreciate the proposed change and mitigate employee concerns.As organizational change is a complex process, therefore managers must approach it systematically and logically.

Buchanan & mc calman (1989) proposed a framework on 'perpetual transition management', which provides crucial insights regarding what triggers organizational change and also the response of the organizations towards the change.Testing a new product to address changing customer demands, without retiring existing products or otherwise changing the existing brand structure upgrading software or equipment from one version to another, without seeing significant changes in functionality hiring a new employee to fill a position that's opened due to the departure of someone elseIs there one method you feel is better than the rest?Improving employees' understanding of change.And it's done not with bribes, coercion, shaming, or cajoling, but by enabling others within their organizations to drive change themselves.

Managing change can be very difficult for all parties involved.Explain and compare the four main approaches to managing organizational change (lewin, kotter, action research, and organizational development).Take the time to explain why the change is happening, and what it will look like in practice.It might be helpful to draw up a plan, allocate resources, and appoint a key person to take charge of the change process.Create a sense of urgency.

With this approach the involved employees in the change have all the knowledge;