15 Organizational change models from Shew (2022):

The elucidation of organizational change is not a novel endeavor, yet Shew (2022) revitalizes the discourse with a framework that accentuates the salience of adopting a multidimensional approach.

• Lewin’s Change Management Model, with its linear ‘’Unfreeze-Change-Refreeze’’ stages, is superseded by more dynamic methodologies.
•  Kotter’s Eight-Step Process for Leading Change is one such paradigm that received Shew’s thoughtful analysis. The stepwise progression from creating a sense of urgency to consolidating gains and anchoring change is mapped out as a meticulous itinerary for organizational reinvention.

Shew  further underlines the significance of acknowledging the intricacies of organizational culture and the inherent resistance to change.

Change is not merely an administrative maneuver but a profound cultural overhaul that necessitates a delicate balance between strategic foresight and empathetic leadership.

Models of change must, according to Shew (2022), encapsulate an appreciation for the intricate interplay between human factors and systematic procedures. Amid the labyrinthine constructs within organizations, the acknowledgement of individual narratives and collective ethos is paramount.