Comparison of Change Management Models: Similarities, Differences, and Which Is Most Effective?

Abstract

Some people welcome change, while others fear it. People who welcome change concentrate on the great opportunities brought by it, while people who fear change focus on the risks. Currently in society, the change management has been implemented in almost every aspect of all business sectors because the world is a constantly dynamic community, where the opportunities and risks rotate regularly. The key factor in obtaining great opportunities in this constantly changing environment is within proper change management. Many researchers in the literature field have realized this point. Therefore, there exist many theories about change management. This research paper makes a precise comparison among several leading change management models. Through comparison, great similarities and differences are found among these change management models. For example, the Kotter’s change model, the ADKAR, and the Lewin’s change management model share likenesses on many stages, but there are many. Thus, one cannot conclude model is most effective. Not only do these change management models emphasize different things, but their application circumstances differ as well. From this research, it is found that Kotter’s model pays close attention to the implementation of the organizational change from the perspective of the senior leaders. It is much more effective to adopt Kotter’s change model when the organizational change starts with the senior management. Moreover, the ADKAR model focuses on the large organization, and Lewin’s change management model concentrates on the reduction of the resisting force. Change management can perfectly fit into the IE field.