Creating Sustainable Change – How to create and sustain change?
February 12, 2025
Anderson & Anderson’s model of change provides a comprehensive coverage of the entire process of change and equally explains the whole process of change as a cyclical process (Anderson and Anderson, 2001, p. 13). This model briefly views change from three perspectives: Content: It analyzes the technical as well as the organizational factors which require […]
It is often the case that when change programs are initiated in firms, there is a level of resistance from senior managers due to a number of reasons. These range from protecting their turfs to uncertainties regarding their position after the change is implemented and to ego clashes as well as power politics. The ways […]
Power and Politics in Organizations Power and politics in organizations are a reality that no organization can ignore. Though the evolution of the modern corporation and the concomitant rise of the managerial class with a professional way of running the firms is touted to be one of the contributory factors for the decline on power […]
The transmission of information from the sender to the recipient through some medium is called as communication. Communication enables us to know what is happening around us. It helps us to share our knowledge with others and also gain from other individual’s thoughts and ideas. Communication takes place through various routes and channels and with […]
Communication plays an important role in the success and failure of an organization. The art of expressing one’s ideas and thoughts clearly is called as effective communication. Individuals need to communicate effectively at the workplace for better transparency and clarity. Not only effective communication helps in correct transfer of information but also in decision making. […]
This model of change is one of the unique models of change as propounded by Cynthia Scott & Dennis Jaffe in their article ‘Survive and Thrive in Times of Change’.
The model derives its inspiration from the work of Elisabeth Kubler-Ross, in which she highlighted through her research the ways in which people coped with tragedies, grief or sorrow and based on her investigation she identified five stages of grief:
In a similar manner, Scott and Jaffe described the entire psychological process and how individuals respond to change.
The key highlights of this model havebeen given below:
As per Scott and Jaffe, we all transition through 4 stages of change:
The resistance is usually exhibited through emotional upsurges in the form of anger, frustration, anxiety, fear of the unknown and sometimes voice it out by opposing the change vociferously.
It is during this stage when the organization witnesses a loss in productivity as well as the overall stability in the business environment due to this resistance.
This stage is very sensitive and tentative as for any wrong step taken people may once again revert to the resistance stage of change.
It is very important that commitment towards the change can be established by backing it up with appropriate recognitions and clearly defining the Roles and Accountabilities of the employees.
The model of Change as propounded by Scott and Jaffe is regarded as a predictive model which is far from the reality. But the model can be considered as a vital framework for understanding the process of change and it provides crucial insights on how one can manage change successfully by minimizing the resistance.
Your email address will not be published. Required fields are marked *