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 change to take place. The fourth category is slowly majority, which mainly involves individuals who are interested in the results brought ab discover by change before they can intrust themselves to the change. The fifth one is laggards, which is composed of individuals who might disagree with efforts aimed at bringing change. In addition, they may overly not be effective during the initial as well 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 eightsome footfalls where through it change can be managed. These include the development of urgency, creation of a group to guide others, creation of vision, buying communication, enabling actions, creation of short-term advantages, not giv ing up and fashioning 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, s and third step. The next phase is engaging and enabling the entire organization moreover, it entails step four, five and vi while the last phase involves implementing and sustaining change additionally, it encompasses the seventh and eighth steps. This theory involves gradual change that finally becomes permanent, during the period of implementation thus, an organization can enjoy various changes that are taking place. Therefore, when the change is nail down 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 business to see it successful. In addition, Kotters change theory is relevant in healthcare since it is capable of enhancing diligent safety. Moreo ver, 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 lots emphasis on the key roles, as well 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 pauperism 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 psychiatric hospital of strategies. Change agents role ought to be selected and understood clearly by every political 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, later on the change has been implemented it should be included in an organizations rules and policies to make it part of the company. The Theories industriousness Lippit