Creating Sustainable Change – How to create and sustain change?
February 12, 2025
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The organizational game is changing fast these days. The HR manager today acts as an associate with line management to crack important business issues. We therefore, have the emergence of Business HR function these days. One of the most common factors in all organizations these days is the Change. This “change” brings “Risk” along with […]
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An extensive review of the literature details would reveal that both practitioners and academics have explained transformational models with varied perspectives and focus on different points of views.
The Practitioner Models focus on senior management in an organization (Kanter, 1983 and Kotter, 1995). These models rely on opinions and also on illustrative anecdotes and offer recommendations or concrete solutions to the managers.
The practitioner models often provide a suggestive model or a comprehensive plan of action for initiating change in an organization successfully.
According to Kotter (1996), Carroll and Hatakenaka (2001), for describing these models effectively, only two aspects are considered and that is success or failure.
However, the Practitioner Models have been crticized for being too simplistic in its approach and pay a lot of attention to only the implementation process, but ignore various other crucial factors and their influence like political factors, organizational and environmental factors.
According to Miller, Greenwood and Hinings (1997), these models have been further criticized for the following reasons:
The Theoretical Models are developed on the basis of an extensive review of the research literature which analyze the key areas of transformational change. According to the proponents of the Theoretical Models, these models are more generic and comprehensive in nature than the Practitioner Models.
The Theoretical Models attempt to define the various types of change and equally describe the change characteristics. Burke and Litwin (1992) as well as Porras and Robertson (1992), proposed two different models of organizational change which focus on empirical research and practise.
Burke and Litwin’s Transformational model of change emphasize on the leadership behaviour and how leaders influence the behaviour of others by acting as role models in the organization.
Apart from this, the model equally explains the interrelationship between various factors in an organization such as strategy and mission, the external environment, overall organizational performance and the employees, leadership and organizational culture.
Similarly, Porras and Robertson focused more on the organizational work settings in their model.
According to them, four major factors play a crucial role in the entire process of organizational change, and these factors are
The outcomes of change are reflected in the form of changes in the individual and organizational behaviour.
In a nutshell, it would be more appropriate to describe that both the Theoretical and Practitioner models of change, analyze the internal and external environment which influence an organizational performance, highlight the outcomes or impact of change on key aspects, illustrate the expectations of change, the strategic issues involved in the entire process of change management and also the relevance of the process of communication across all levels in the entire change process.
For implementing transformational change successfully across the organization, the organizational head requires a collaborative participation and involvement from the key stakeholders or from the cross functional teams. Without mutual respect (Duck, 1993 and Kotter, 1995) and collaboration, it is difficult to realize the objectives of organizational change.
According to Kotter (1995), for motivating the employees and involving them in the overall process of change, the implementation plan should essentially involve short time wins through projects.
Apart from this, through one on one discussions, newsletters, presentations and pep talks change in any organization can be reinforced if communicated effectively through these media.
According to Richardson and Richardson (1994) and Kitchen and Daly (2002), communication acts as a major stimulator of change and for achieving effective outcomes, the communication should be consistent from all the leaders, must be frequent and good.
Apart from this change can be reinforced by continuously articulating the new behaviours and how they support towards the realization of the organizational vision.
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