From Buchanan & Badham to Jabri and Dawson.

Bundles of models and frameworks are offered to organisation to promotes their change process. Some frameworks are simplified in the form liner stages model and others more updated approaches such as non-liner time. Kurt Lewin ideally put planned approach for change while Dunphy & Stace are more inclined towards situational approach. Kotter believed in effective leading in order to secure successful change.  Organizational Development evolution in another hand develop new Appreciative Inquiry to promote sustainable change.

In reality change is full of uncertainties and paradoxes. As asserted by Alvesson (2008) organizational change is not mainly a matter of carrying out a sequential list of steps. It’s too complex and chaotic in reality with unforeseen sequences, resistance, political process, ambiguity and diverse interpretations.  This non-liner nature of change has shifts the model of change from sequential model to process oriented approach. More recent powerful change tool of storytelling and narratives approach has added the spices to modern concept organizational change. Buchanan & Badham (1999) advocate the power political dimension to change, standing that the need of expertise of the change agent and political astuteness in managing change. The smooth going of this approach would largely depend on the degree of acceptance and contest from employee. If the change more incline toward contested, it will less collaboration and need more forceful and manipulative strategy.

In another hand, Jabri chooses to be subtler and sustainability in his idea of change. He advocates the need for talk, dialogue and conversation in engaging everybody in the change process. Jabri in his view of force-field analysis draws an illustration model of how important communication take place in ahead to build readiness from resisting forces and promoting forces.

Dawson (1994) in his processual perspectives identified the important of ongoing processes engage with substance, contexts and political of change. He strongly encourages examine multiple voices, capturing and retelling of change histories and viewing change as complex non-liner process. The outcome of the process will provide readable narrative of how change unfolds in practice and enables distillation of practical guidelines.

How far we have advanced in change conceptually, I always remember the core of it is to shift from defective to betterment progressivel and gradually. Changing people as told by beloved Prophet Muhammad (PBUH) is like to shift a mountain to another place. It will not be smooth sailing and easy going but took a lot of courageous, sacrifices and sincerity in action.

“He among you who sees something abominable should modify it with the help of his hand; and if he has not strength enough to do it, then he should do it with his tongue; and if he has not strength enough to do it, (even) then he should (abhor it) by his heart; and that is the least of faith” (Muslim).