Change model combination: A comprehensive way for successfully change
Change is inevitable and important phenomenon in this time. In general, the change management model is divided into two categories that can be used as an approach to make changes, namely changes that focus on individuals or people and changes that focus on the process of forming changes that occur in the organization itself. However, the use of the current change model has been widely criticized because it still has many shortcomings and is considered less relevant to its use in some conditions that occur. Accordingly, this article to furnish another viewpoint in managing the numerous changes that happen in this time. By proposing the use of a combination of change models that have a focus on the individual side and in terms of the formation of change itself. This study uses the study literature review method to provide a more comprehensive review and outlook on theories relating to change.
Babin, P. (2019). Leveraging Organizational Change Management to Strengthen Benefit Delivery in Innovation. 2019 IEEE Technology & Engineering Management Conference (TEMSCON), i, 1–8.
Banaeianjahromi., N & Smolander., K. (2016). What do we know about the role of enterprise architecture in enterprise integration? A systematic mapping study. Journal of Enterprise Information Management, Vol. 29 Is, 140 – 164.
Bell, J., Hoque, Z., & Ansari, S. (2009). Five easy pieces: A case study of cost management as organizational change. Journal of Accounting & Organizational Change, 5(2), 139–167. https://doi.org/10.1108/18325910910963418
Duki, G. (2015). Perception and Adoption of Change Management in Information Institutions : A Study from Croatia. Libri : International Journal of Libraries and Information Studies, 65(3), 175–190. https://doi.org/10.1515/libri-2014-0162
Frank Voehl, & H. James Harrington. (2016). Change Management : Manage the Change or It Will Manage You. Human Resource Management International Digest, 16(7). http://www.ittoday.info/Excerpts/Introduction-to-Change-Management.pdf
Galli, B. J. (2018). Change Management Models: A Comparative Analysis and Concerns. IEEE Engineering Management Review, 46(3), 124–132. https://doi.org/10.1109/EMR.2018.2866860
Goyal, C., & Patwardhan, M. (2018). Role of change management using ADKAR model : a study of the gender perspective in a leading bank organisation of India. International Journal of Human Resources Development and Management, 18(3/4), 297–315. https://doi.org/10.1504/ijhrdm.2018.093442
Iacob, M. I., Pantea, V. V., & Vlaicu, A. (2014). MANAGING CHANGE IN ORGANIZATIONS. International Journal of Innovation and Technology Management, 205–212.
Irum, S., Qureshi, M.I., Ashfaq, M., Sami, A., Bhatti, M.N., Umar, A. (2018). A Review of Green Supply Chain Management Practices in Asian Countries. International Journal of Engineering and Technology, 7(2.29), 1094-1096
Jalagat, R. C. (2016). The Impact of Change and Change Management in Achieving Corporate Goals and Objectives : Organizational Perspective. International Journal of Science and Research, 5(11), 1233–1239. https://doi.org/10.21275/ART20163105
Janković, M., Mihajlović, M., & Cvetkovic, T. (2016). INFLUENCE OF EXTERNAL FACTORS ON BUSINESS. Ekonomika, 62(4). https://doi.org/10.5937/ekonomika1604031J
Khan, N.U., Bhatti, M. N., Obaid, A., Sami, A., & Ullah, A. (2020). Do green human resource management practices contribute to sustainable performance in manufacturing industry? International Journal of Environment and Sustainable Development, 19(4), 412- 432
Kitchenham, B., Pretorius, R., Budgen, D., Brereton, O. P., Turner, M., Niazi, M., & Linkman, S. (2010). Systematic literature reviews in software engineering – A tertiary study. Information and Software Technology, 52(8), 792–805. https://doi.org/10.1016/j.infsof.2010.03.006
Levasseur, R. E. (2001). People Skills : Change Management Tools — Lewin ’ s Change Model. Fox Consulting Group.Inc, 2001(August), 71–73.
Mack, O., Khare, A., Krämer, A., & Burgartz, T. (2015). Managing in a VUCA world. Managing in a VUCA World, 1–250. https://doi.org/10.1007/978-3-319-16889-0
Marquis, C., & Tilcsik, A. (2013). Imprinting: Toward a Multilevel Theory. The Academy of Management Annals, 7(1), 195–245. https://doi.org/10.1080/19416520.2013.766076
Palumbo, R., & Manna, R. (2018). International Journal of Educational Management. International Journal of Educational Management.
Paper, C., Maier, D., & Anastasiu, L. (2020). Is Human Capital Ready for Change ? A Strategic Approach Adapting Porter ’ s Five Forces to Human Resources.
Plessis, T. Du, & Mabunda, T. T. (2016). Change management in an academic library in the knowledge economy. South African Journal of Libraries and Information Science, 82(1), 53–61. https://doi.org/10.7553/82-1-1596
Sidorko, P. E. (2008). Transforming library and higher education support services: Can change models help? Library Management, 29(4–5), 307–318. https://doi.org/10.1108/01435120810869093
Talmaciu, I. (2014). Comparative Analysis of Different Models of Organizational Change. Valahian Journal of Economic Studies , Vol.5(Issue 4), 77–86.
Vohra, S. M. V. (2015). Identifying critical HR practices impacting employee perception and commitment during organizational change. Journal of Organizational Change Management, 28(5). https://doi.org/10.1108/JOCM-03-2014-0066
Copyright (c) 2021 Journal of Public Value and Administrative Insight
This work is licensed under a Creative Commons Attribution 4.0 International License.