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Essay / Research Paper Abstract
This 4 page paper discusses three change models: McKinsey 7-S Model, Lewin's Change Management Model, and Kotter's Eight Step Change Model. The basic concepts are presented along with comments about strengths and weaknesses of each model. The writer then comments on what is driving the telecommunications industry. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGchng29.rtf
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Unformatted sample text from the term paper:
Kotters Eight Step Change Model (Cellars, 2009). Each has its strengths and weaknesses and each is more appropriate in different situations. It is essential for leaders and managers to have
some understanding of change models in order to select the one that will be most appropriate. Tom Peters and Robert Waterman created the McKinsey 7-S Model when they were both
working for that company, hence its name. This is a holistic model that considers how a company will operate after the change. It is called 7-S because there are seven
factors in the model, all of which begin with the letter S: "shared values, strategy, structure, systems, style, staff, and skills" (Cellars, 2009). These factors work in coordination to bring
about the change. The beginning and major factor is shared values because everyone must support the vision and the values of the organization for change to occur (Cellars, 2009).
Strategy is what the company will do in response to changes in the external environment; structure is what it sounds like, the structure of the company; systems refers to the
procedures and processes that are used to get the work done; style has to do with the corporate culture and leadership and management styles that are used; and skills refers
to the collective knowledge and skills of employees (Cellars, 2009). The strengths of the 7-S Model include its applicability to diagnosing what is happening in the organization at the time,
which leads to insights that can guide change (Cellars, 2009). Another strength is that it incorporates both metrics and emotions and addresses how different parts of the organization are interrelated
(Cellars, 2009). The major disadvantage of this model is that because all the parts of the model are interrelated, if one part changes, then all the other "Ss" must also
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