Model Of Change

Lewin’s model of change involves three steps to “initiate, manage, and stabilize change” (Kreitner & Kinicki, 2013, p. 561). They are unfreeze, which is to motivate people for change, change, which is to implement solutions that come from a diagnosis, and refreeze, where the change is solidified (2013). Kotter’s model of change is similar, yet involves more steps, that detail the change process. His steps are, sense of urgency, coalition guidance, vision/strategy development, communication of the vision/strategy, broad based empowerment, generate short term wins, consolidate change to produce more gains, and anchor new approaches in the company’s culture (2013). Initially, Naayar met with his managers and informed them of the company’s needing to convert to an “end-to-end” service provider (Kreitner & Kinicki, 2013; Nayar, 2010). After proposing his strategy he challenged his management team to come up with a better idea if they did not agree with his, which is an example of a sense …show more content…
Change took place when Nayar opened up and shared the company’s financial information, sharing not only what their projects yielded, but what and how their departments performed (Kreitner & Kinicki, 2010; Nayar, 2010). Krotter’s model says short term initiatives that are easy to see the effects of, are easy to achieve and allows for people to feel success (Kreitner & Kinicki, 2013). Allowing the employees to see how their actions directly impacted the company's finances is a short term win (Nayar, 2010). In an effort to consolidate the change that was taking place and generate gains, Nayar recasted the role of CEO by asking the questions, transferring responsibility to the employees, and created the Employees First Customers Second business model and culture (Nayar, 2010). He also inverted the organizational pyramid so that managers were more accountable for their actions and behaviors