The introduction and implementation of a change process can be a challenging venture when not strategically executed since employees can negatively interpret change. The incorporation of technology into the means of service delivery is one of the significant problems currently facing both for-profit and non-profit companies. Therefore, it is critical for such organizations to establish change models that would ensure a smooth transition from previous strategies to new methods. The ADKAR Model is one of the change models that can be used to eradicate any possible resistance to change. An understanding of the ADKAR model entails a brief analysis of the model- merits and shortcomings and an example of a successful case study.

According to Hiatt (2006), ADKAR is a change model that focuses on five sequential objectives or elements, which is the abbreviated as ADKAR. These steps include awareness (A), desire (D), knowledge (K), ability (A), and reinforcement (R). Awareness entails the recognition of the necessity for adjustments, desire involves the participation and support towards the change, knowledge represents the ideas used to create change, ability affects the skills and positive behavior towards change, and reinforcement includes the sustainability plans that are long-term (Hiatt, 2006). According to Boca (2013), the use of the ADKAR model can lead to the success of a company since it establishes focus on creating awareness of the root cause of a problem. Furthermore, when a firm implements the ADKAR style, it is much easier to identify the limitations associated with the model since it is executed in phases.

A case example of Four Ways Services, a company that offers cleaning services to organizations and residential houses in New York City provides an understanding of the ADKAR model. Due to the competitive nature of the business, the management of the firm planned to fully incorporate technology into the operations of the company to improve communication to clients, ordering processes, and monitoring of business productivity. When the idea was introduced, there was a backlash from the employees since the majority of them thought that they would lose their jobs. However, when the ADKAR model was initiated, the transition was smoothly executed since the workers were made to understand the process and possible outcomes, which ended their previous doubts about the change.

The ADKAR model can be quite beneficial to any company that plans to make organizational changes. For such an approach to succeed, the management and all the employees must be involved to improve participation and support for change.

References

Boca, G. D. (2013). ADKAR model vs. quality management change. Risk in Contemporary

Economy, 246-253.

Hiatt, J. (2006). ADKAR: A model for change in business, government, and our community. San

Diego: Prosci.

Do you need high quality Custom Essay Writing Services?