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.
