Theoretical Matrix of Organizational Change Research Paper

Theoretical Matrix of Organizational Change - Research Paper Example However, it should be noted that the contribution of these people is vital for effective change to take place. The fourth category is late majority, which mainly involves individuals who are interested in the results brought about by change before they can devote themselves to the change. The fifth one is laggards, which is composed of individuals who might disagree with efforts aimed at bringing change. In addition, they may also not be effective during the initial as well as the late change phases (Bate, Mendel and Robert, 2008). Kotter’s Theory According to Kotters' theory, change is made of emotional and situational components. Moreover, he developed a model of eight steps where through it change can be managed. These include the development of urgency, creation of a team to guide others, creation of vision, buying communication, enabling actions, creation of short-term advantages, not giving up and making the change stick. In addition, Kotter organizes every step into thr ee similar phases. The initial phase, which is the creation of climate that enables change, entails the first, second and third step. The next phase is engaging and enabling the entire organization; moreover, it entails step four, five and six while the last phase involves implementing and sustaining change; additionally, it encompasses the seventh and eighth steps. This theory involves gradual change that eventually becomes permanent, during the period of implementation; thus, an organization can enjoy various changes that are taking place. Therefore, when the change is complete it is anchored into an organization’s policies, and it becomes permanent. This theory mostly involves the person who comes up with the idea to make changes since it is his or her responsibility to see it successful. In addition, Kotter’s change theory is relevant in healthcare since it is capable of enhancing patient safety. Moreover, the theory offers opportunities for innovations capable of improving the safety of patients within the healthcare (Kotter, 2007). Lippitt’s Theory Lippitt came up with the seven-step theory, which lays much emphasis on the key roles, as well as responsibilities of change agent; however, there is a continuous exchange of information all through the process. Moreover, it commences with diagnosis of the problem whereby the problem is detected, and raises the organizations’ concern. After the diagnosis, the motivation and capability for change is assessed. Therefore, assessment of resources as well as motivation of the agent of change is the step that follows. The next step entails choosing change objects that are progressive; however, there is also the development of action plans and establishment of strategies. Change agent’s role ought to be selected and understood clearly by every party in order to ensure that clear expectations are made; therefore, maintaining change then follows. Effective communications, as well as c oordination of groups, are vital components in this phase. Finally, change agent ought to pull steadily out from their major roles with time. Therefore, this can take place when change has become part of the culture of the organization (Petersen & Pedersen n.d). However, after the change has been implemented it should be included in an organization’s rules and policies to make it part of the company. The Theories Application Lippit’