Implementing Strategy and Managing Change Essay

Implementing Strategy and Managing Change - Essay Example This department cannot be different. Besides, the FRS is better equipped than most other agencies to handle such emergencies, and the public expects nothing less from the FRS, and the pay piper has always dictated the tune. Reasons for Introducing Change Change is inevitable in all human endeavors, these generally has been attributed to several factors such as Globalization, which is the integration of all societies, cultures and regions to become interconnected through a network of communication systems. Financial pressures to meet both incidental and expected obligations, may also force the introduction of needed changes. New demands for products, services etc also are reasons for introduction of changes. The reasons for changes are as numerous as the sands on the sea shore. But for the FRS, the main reason is the expectations of the public. The public expects FRS department to be on the forefront of emergency intervention services. Although section 4 of the FRS Act of 2004 only em powers intervention in fire related incidents and motor accidents, but other emergency situations such building collapse, water accidents, flooding, plane crashes, terrorist attacks and other related incidents that no specialize government agency is responsible for is left to the FRS to handle, and as a matter of principle, the FRS cannot shy way from these tasks, especially when we have the men and equipment to confidently deal with such emergencies. Best practices in Change Management We live in an ever changing environment, products that are in vogue today, quickly become outmoded, system of handling situations that works yesterday, may not work when used tomorrow. All these necessitate the search for best practice in change management. While each organization probably has its best approach to manage change, there are some models that can be regarded as the best approach in change management. The ADKAR model which is an acronym for Awareness, Desire, Knowledge, Ability and Reinfo rcement has consistently proved to work in several organizations where it has been used to introduce change. There full meanings are: Awareness: the need to change; Desire: to participate and support change; Ability: to implement the change on a day to day basis; and Reinforcement: to keep the change in place. ADKAR model approaches Change from two dimensions: the business dimension (vertical) and the people dimension (horizontal). It ensures that each individual makes the needed transition. McKinsey 7 – S model This is a holistic approach to change which collectively determines how the company will operate. There are 7 different factors that are a part of the model: shared values, structure, systems, style, strategy, staff, and skills. All these work together to form the model. Lewin’s Change Management Model This model known as Unfreeze – Change – Refreeze, refers to the 3 stage process of change Lewin described using the changing shape of ice blocks. K otter’s Eight Step Model In summary, this model says that you need to create a sense of urgency, recruit powerful leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. If religiously followed will implement change