Introduction
John Kotter presented the “Kotter’s 8 Step Change Model” to help organizations enhance their capacity to adapt to new situations and improve their likelihood of succeeding. He outlined the eight phases for strengthening and reforming an organization’s culture, development, and relative performance clearly and concisely. Associations may avoid disappointment and become proficient in implementing change by following this development plan (Katsufrakis, 2012). As a result, organizations will never need to change the progressions again, and their chances of success will increase. Change is usually a difficult concept for any business to grasp; yet, corporate success is a foregone conclusion if this process is handled correctly (Radwan, 2020). There are several parallels and distinctions between Kotter’s and Dr. Feinberg’s teachings. One of their crucial teaching themes refers to the impossibility of organizational without changes.
Similarities and Differences in Views
Both researchers’ teachings center on the idea of change as something that must be rooted in inadequate reasons centered on the organization’s core growth strategy. Furthermore, they promote change as a necessary component of organizational growth and performance. However, they diverge on achieving short-term victories; Kotter tends to argue for long-term, sustainable victories rather than short-term, transitory victories (Katsufrakis, 2012). I feel that adding a ninth stage to Kotter’s eight-step transformation process would make it more general and sufficient. This stage would focus on evaluating change and its effects on organizational culture. A change review process is always required to identify the amount or degree of influence it has on the overall performance and progress of the company.
Biblical Perspective
Both Kotter and Dr. Feinberg are in line with the biblical scripture. For example, the book of 2 Corinthians (NLT) says, “This means that anyone who belongs to Christ has become a new person. The old life is gone; a new life has begun!” (“New bodies”, n. d., 5:17). It presumes that new ideas and changes signify the completely fresh start; thus, changes can be beneficial.
Conclusion
In conclusion, change is rarely seen as a positive phenomenon by employees. Whatever the case may be, they are critical in implementing advancement. Following Kotter’s 8-Step Change Model and Dr. Feinberg’s teachings will help organizations implement change. The necessity of staff engagement and acceptance is stressed for the operation’s overall viability. Rather than the actual transition process, the emphasis is on preparing for and building tolerance. Adding certain stages to Kotter’s processes will be more beneficial to all enterprises.
References
Katsufrakis, P. (2012). Changing the culture of health care education. In Nash, D. B Health care quality: The clinician’s primer (pp. 329-335). American College of Physician Executives.
New Bodies. (n.d.) BibleGateaway. Web.