Question
Compare and Contrast Change Management Models
Review Sterman’s, Quinn’s, Greiner’s, and the Complexity Theory model that was presented in the reading this week. Select one of these models and compare and contrast it with Nadler and Tushman’s. Describe the similarities and differences between the two models.
Post according to the Faculty Expectations Response Guidelines, with APA formatted in-text citations and accompanying, congruent APA formatted references. All posts should include a word count and your signature at the end of the post. Ten points will be deducted for missing word counts, missing signature, and lack of congruency between in-text citations and the reference list, and lack of APA formatting.
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Solution
Change management is a critical process in organizations since it affects various aspects, such as performance and profitability. Thus, organizations can use related models to understand the need for, and implement change successfully. Although change management could use any of the numerous models, two of the commonly used are Sterman’s Systems Dynamics Model, and Nadler and Tushman’s Congruence Model, which have similarities and differences.
Sterman’s Systems Dynamics Model is multifaceted in change management and is useful in non-complex business situations. The model begins with an analysis of the change situation and all expected outcomes to prevent surprises. Nadler and Tushman’s Congruence Model identifies all the internal, and external causes of a performance issue before implementing the change (Cawsey, Deszca, & Ingols, 2015). Therefore, the two models are similar in that they begin with a comprehensive analysis of the organization’s environment before embarking on the change. Besides, they focus on the intended consequence or impact of the change to prevent unintended outcomes. However, Systems Dynamics Model is a complex model that is suitable for strategically long-term changes, and depends on unique computer models that use simulations, and equations (Sterman, Oliva, Linderman, & Bendoly, 2015). Conversely, the Congruence Model can be used for short- and long-term changes, and its only requirement is a perfect fit between the people, the company’s structure, and the culture (Sabir, 2018). Consequently, change managers should understand the setting to use either of the two models.
Change management is a critical aspect of organizational performance. While managers can use any of the available models, they should analyze them to understand the most suitable, depending on the organizational context. For instance, a comparison of Sterman’s Systems Dynamics Model and Nadler and Tushman’s Congruence Model can provide adequate decision-making information. The review is necessary before the change process commences.
References
Cawsey, T. F., Deszca, G., & Ingols, C. (2015). Organizational change: An action-oriented toolkit. London: Sage Publications.
Sabir, A. (2018). The Congruence Management-a Diagnostic Tool to Identify Problem Areas in a Company. Journal of Political Science and International Relations, 1(2), 34-38. doi:10.11648/j.jpsir.20180102.11.
Sterman, J., Oliva, R., Linderman, K. W., & Bendoly, E. (2015). System dynamics perspectives and modeling opportunities for research in operations management. Journal of Operations Management, 39, 40. doi:10.1016/j.jom.2015.07.001
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