COMPARATIVE ANALYSIS OF ORGANISATIONAL CHANGE MANAGEMENT MODELS

Abstract

Changes are an important element of modern organizations: they facilitate adaptation to evolving market conditions, ensure development, increase competitiveness, particularly in the face of economic instability. For successful implementation of organizational changes, it is advisable to use existing change management models or create one’s own model based on them. This article examines the features and elements of four popular change management models. Kurt Lewin's three-step model of change is arguably the most famous and influential change management concept. It is simple and universal. It provided foundation for other approaches and consists of the following steps: unfreezing, moving and refreezing. John Kotter created his eight-step change management model after observing changes in more than 100 companies. It is well structured, practical, and the eight steps are: establishing a sense of urgency, creating the guiding coalition, developing a vision and strategy, communicating the change vision, empowering employees for broad-based action, generating short-term wins, consolidating gains and producing more change, anchoring new approaches in the culture. The Prosci ADKAR model focuses on individual change and consists of the following building blocks: awareness, desire, knowledge, ability and reinforcement. The McKinsey 7-S model offers a comprehensive organisational analysis tool that examines these seven elements: strategy, structure, systems, style, staff, skills, shared values. When choosing a change management model, it is necessary to take into account its features, as well as the structure and culture of the organization, available resources, the nature and complexity of the changes, etc. A comparative analysis of the aforementioned models identifies their strengths and weaknesses, along with proposals for selecting and adapting change management models to meet the specific needs of organizations. The COVID-19 pandemic and the full-scale war in Ukraine have created a number of new challenges and opportunities for many organizations, requiring effective change management. Therefore, further research is needed to develop a change management model that takes into account the specific needs of organizations in the context of economic instability.