Address the following question in essay format: As a change consultant, whether internal or external, there is an expectation to assess needed change, make relevant recommendations, and implement...

Running head: Organizational Change        1
Organizational Change        6
ORGANIZATIONAL CHANGE
Table of Contents
1.    Introduction    3
2.    Change Models    3
2.1 The Kurt Lewin Model    3
2.2 McKinsey 7-S framework    4
2.3 Management Theory of Kotter    5
3. Comparative Analysis of The Models    6
4. Conclusion    8
Reference List    9
1. Introduction
    Rapid advancement in terms of technology has led the organizations to revise their strategies as well as to become competitive for their survival. Change appears as a dynamic characteristic facet that the organizations are prone to. These changes all of a sudden result in a disruption in the operational function of the organization. The external environment exerts certain changes which in turn leads to the disruption of the organizational work. Uncertainty appears to be the core fulcrum that operates in a manner which cannot be anticipated beforehand. However, there is a way where these changes can be anticipated to some extent. This can be made possible with the help of certain change management models. The literature review, therefore, aims to discuss the various analytical functions of these models. Consequently, providing us with an insight into the streamline that can be handled through viable solutions thereby leading to the effective functioning of the organization.
2. Change Models
    The change management models have been provided accordingly to gain insight into how these models function. This will, in turn, be possible by undertaking a comparative analysis amongst them.
2.1 The Kurt Lewin Model
    Changes appear to be uncertain and all of a sudden that can be combatted by the usage of the models for change management. The precursor appears to be Kurt Lewin who propagated the model which puts forth the changes involving the three stages. They are listed as follows:
1. Stage one of the first stage is known as the Unfreeze stage. This appears to be the step which ensues the change. Resistance of any and every kind shall be discarded accordingly taking into account the changes. This might exert an influence upon the organization which should, in turn, look into the change (Archer et al. 2019). It can be profitable for the organization so, despite the harbouring the idea of resistance in the mind, this change should be looked upon. In the truest sense of the term, the organization should unfreeze.
2. Stage two is attributed to the real transition that paves the way for the change to take place. It is functional in the attainment of a situation of equilibrium. As opined by Mahmoodet al. (2017) effective leadership is considered to be a core function that needs to be acquired for embarking in the right direction. It will, in turn, be possible in opening a new horizon altogether for new answers. Therefore, a situation of behavioural level can be achieved by the establishment of a new set of ideals as well as values. It means that the changes should be embraced willingly for revising the organizational structure.
3. The third or the last step concerns the behaviours which are then required to be recrystallized. This means once more the organization can be stable. It will furthermore stabilize the system and in turn integrate the newly acquired characteristic facets into the organization. As a result, the function relating to the operational activities of the organization soon returns to its normal phase. This normal phase will, therefore, pave the way for the organization to perform in a better way.
2.2 McKinsey 7-S framework
    McKinsey 7-S framework is the model that owes its debt to McKinsey and Company which dates way back in the 1980s. The workings of this framework has been determined in seven different and distinctive stages. These are listed as follows:
1. Strategy- This happens to be the first and foremost things that provide a framework for the organization to compete with the organization. It will in turn effectively lead to the attainment of the goals. The plan will, therefore, be effectively put out which can be followed by undertaking a set of...