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Managing change and transitions: a comparison of different models and their commonalities

Abstract

Purpose – The purpose of this article is to analyze the commonalities of various change and
transition models developed over time to assist with and support managing organizational change.
Design/methodology/approach – The article provides an examination of change and transition
models through a review of relevant literature and the comparison of different models.

Findings – Each change and transition model has similar methods of handling change. Their unique
methods and strategies provide additional insights into possible applications to most organizations. In
some cases, models could be combined to form new models to best fit the circumstances of the
organization.

Practical implications – This comparison can assist individuals in evaluating and selecting the
model based on organizational need while remembering to focus on both the physical and the
emotional changes in an organization.

Originality/value – The article shows that human resource managers can benefit from learning the
commonalities between change and transition models when considering what will work for their
organization in conjunction with the review of a number of well known and relevant models.

Managing change and transitions: a comparison of different models and their commonalities
Dr William Lockitt

Dr William Lockitt

Dr Lockitt has over forty-five years’ experience in education and has written several publications highlighting the effective use of multimedia flexible and open learning. Since 2010 Dr Lockitt has been the strategic policy Director for G2G Communities CIC and in 2011 managed the implementation of the first not for profit, community focused LEGO Education Innovation Studio in the UK.