The introduction is mainly about Kotter’s model and the change that can be made through the use of this model. It is said that this model has various stages through which the changes can be made effectively. This model actually segments the organizational task in various stages and then after it produces short term goals to produce a beneficial outcome (Jovičić et al., 2011). The various stages of the process, the benefits, and the disadvantages are there in the process. The organization here will get the advantages or the disadvantages according to the implication of the model.
Create a Sense of Urgency
In this situation, the company needs a lot of support from the managers and the personnel of the company to determine the urgency for a particular situation.
Threats and Development of Scenarios
In this stage of the model, first of all, the roles of the managers are found in order to create effective changes in the organization. It is said that the creation of the changes must be in adhere to remove the threat of the company. The difficult situation of the organization can be termed as the threatening situation and the development of the model must be done so that it can remove all the threats in the organizational environment (Paul, 2011).
The opportunities that are created by the model must give all the benefits to the company. It means that the model has the potentiality to create opportunities for the organizations and that is where Kotter’s model has found its success in the field of business. Using this model many companies have changed the whole scenario of the company in the most effective way.
It is the most important thing that is should be done during using the model to make the changes in the organization. The managers and the employees of the company must make an honest discussion about the changes in the organization (Wright, 2015). The authority of the company must take an active part in it.
The support of the employees of the organization and the stakeholders that are related with the organization must support the changes that are going to happen. The support can increase the confidence of the managers in the organization and they will take decisions in favor of the changes without any fear.
Form a Powerful Coalition
Before taking the decision to make the changes in the organization, Kotter’s model suggests building a powerful coalition. The coalition must be strong enough to support the changes in the organization.
The identification of the coalition or the union must be made in the most effective way. It is obvious that the union will be made with the people of the organization but it is necessary to identify which group of people are forming the coalition (Bassi et al., 2010).
The commitment of the members of the coalition can put a huge impact on the field of changing strategies. The commitment and dedication of the union member are the main things that bring success in Kotter’s model. Depending on this model the change in the organization is done easily.
Forming a powerful coalition is just a synonym for building a team. It means that the roles that a coalition plays are just as same as the roles that are played by the teams. So the organizational benefits lie in the part of forming the coalition. The employees and the managers of the company get the scope to work together here.
This refers to check the ability of the team in the most effective way. Kotter’s model requires the effectiveness of the employees in order to get success in the field of bringing change in organizational success (Elssamadisy, 2009). So it is very crucial for the model to check the performance of the team very often.
Create a Vision for Change
The causes of the change must be known first before bringing the change in the organizational environment. The vision of the change must be clear to every single people of the org