Different approaches to managing change.

??????????? Change happens all the time and all over the world. Organizations are not far from management, social, political, or environmental changes. The golden question is how an organization and its employees deal with it. To deal with it companies and their management can choose from many models available in the "change management market" to deal with it. However, it is believed that Kurt Lewin's model is the best and the easiest one among them all. He is commonly recognized as the father of change management since his model is classic and basic (Cummings, et al., 2016). His model only involves three steps: unfreeze, change, and refreeze (Sarayreh, et al., 2013). There are points under each step or stage that need to be considered to do each step or stage.

??????????? Unfreeze is the step that an organization needs to realize that change is a must and the current status is not acceptable anymore (Saleem, et al., 2019). After that, transformation ought to be used as an engine for the transformation of organizations, while resistant forces would be minimized (Saleem, et al., 2019). Showing the employees the reason and the need for change is very important. In addition, management must be ready and honest to answer all types of employees' concerns?and questions.

??????????? Change is the step that the organization starts the second phase. Here, employees must be heavily involved by encouraging them to give ideas for the changing plan and the implementation of it (Hussain, et al., 2018). That can happen by communicating the change process very honestly and clearly, showing its direction and the role of everyone in it (Huarng & Mas-Tur, 2016). Management must keep in mind that the result of a change procedure is frequently impossible to anticipate owing to the intricate nature of the factors concerned?(Burneshttps, 2020). That is why modifying a changing plan when needed can help to reach the desired goal safely.

Refreeze is the last phase. Now, the new change has become the new and everyday norm of doing business in the organization (Burneshttps, 2020). This stage is very risky if the management forgets to refreeze since that may make employees return to their old habits (Ro?ca, 2020). Therefore, management must keep strengthening the new plan all the time. Moreover, when that plan is finished, it is good that management and employees celebrate the change and show that the company is proud of what its management and employees did. That will deliver a high level of appreciation that employees will never forget.

The other model is the ADKAR model of change. Al-Alawi, et al. say that the ADKAR change model is an approach for managing transformation and change within companies. In addition, this approach supports and enables managers to segment the transformation and the change procedure. Then, identifying where change is not working, the holes in the change management, and addressing such particular points to be fixed. It comprises five major components: awareness, desire, knowledge, ability, and reinforcement (2019). In their study, Shepherd, et al. that was conducted in 2014, give a straightforward explanation of the five components

·?????? Awareness: Getting individuals aware of the necessity to make changes, the justifications for it, and what will happen if the changes do not happen.

·?????? Desire:? Entails instilling in individuals an urge to back and take part in the change.

·?????? Knowledge: Entails equipping individuals with the necessary knowledge and abilities to accomplish the change.

·?????? Ability: Making sure that individuals have the required resources, assistance, and behaviors to accomplish the change via the new knowledge and skills given.

·?????? Reinforcement: Giving continuing reinforcement guarantees that the change lasts via recognition, celebration, and reward.