ADKAR model of change,modern economy and organization

ADKAR model of change,modern economy and organization 
 ADKAR model of change in modern economy still a useful tool to implement in organizations. There are many reasons to use this model because it gives the basic insight of change and employees are the main stakeholders in the resistance of change. If we consider the five steps of ADKAR model they are revolving around human means employees of the organization. The process of change only will complete with the organization if employees ready and train for change tasks.Well, There are two main stakeholder in the process of change known as employees and organization. Employees in the change process are responsible to prepare individually to meet the goals and challenges of change. Because employees basically main stakeholder who actually implement and work to make change successfully. Whereas, When we talk about organization it includes infrastructure, physical and financial resources

Awareness  

In ADKAR model when talk about awareness it include the awareness of skills and knowledge. Employees or top level management all are individuals and the part of the world economy and organization. they all are thinker and an important part of the change process. Employees must be aware about the business and professional expertises. they must aware where we are moving in term of training and development. If they are aware about their personal capabilities and requirement of organizational goals then its good and if not. Top level management is responsible to aware them for change.

Desire

Desire belongs to the inner force of an individuals which comes from the inside of mind and heart. A person should express the desire to change and become the part of the success. The desire of participation and support is required in change process

Knowledge:

Knowledge is something which is not constant and employees need to gain with time. In the process of change employees need to gain much knowledge as they can to achieve the goals of change processes and the organization need to clear employees to get more and more knowledge related with changes in the organization.

Ability: Ability is also a personal competence that how quick an individual can learn new skills, adjust in new environments and behave in the new environment of change. It is important to learn new required skills to make a successful change in the organization

Reinforcement:  

The hard process of change can dishear employees. However, with time its hard to stay in the old system where everything is advance and technological oriented. As research and development and technological advancement take time to learn desert many employees. Organsiarion need to make clear to all employees there is nothing in back in your professional life. world and working environment is changing so an individual have learned all new things. 

Usage ADKAR model of change in modern economy and organization 

ADKAR model of change has been used in different organization, i.e. KFC, macdolands, British Airways, National rail and in Education, IT and Banking systems. It was nice experiment in first world in beginning of new century. I think it remains a useful tool in the process of change when we talk about employees or individual change in organization. If we look at five steps of ADKAR of change model they discuss the step related with human personal toward organization. Simply, The ADKAR model developer Jeff Hiatt in 2003 talk about individuals, awareness, knowledge, desire, ability and reinforcement related with the organsiation.They link all steps of individual with organizational, i.e. awareness of the need toward organization, individual desire to make change, professional knowledge of change, the ability of new skills and behaviors to change toward organization and reinforcement. It's all about individual employees to a achieve organizational goals which is important for employees as well to change. It looks right but for human its hard to complete. Hence, organizations can face retention or turnover problems in the future in the process of change.Because human can feed up to do the hard work. Moreover, The element of motivation is important to add in ADKAR model. Because motivation through promotion and bones can only hold employees in the organization in the future. Because human can easily reduce with money and promotion. In modern economy its hard for organizations to motivate employees through bonuses and money. However, it's still implementable to work with this model in future in the process of change.

Journals and websites

•  Deloitte's Change Management approach;case study
• Journal of Change Management  
• Emerald journals  
• https://www.emeraldinsight.com/journal/jocm 
• Change Management Foundations - LinkedIn

Change Management Books

• "Managing Change" ,Book by Bernard Burnes,Originally published: 1992
  

• "Making Sense of Change Management",Book by Esther Cameron

• ADKAR: "A model for change in business, government and our community",Book by Jeff Hiatt,Originally published: 2006,Author: Jeff Hiatt

• "Leading Change", With a New Preface by the Author,Book by John Kotter
  Originally published: October 23, 2012,Author: John Kotter

• "A Sense of Urgency",Book by John Kotter,Originally published: September 2008
    Author: John Kotter