Three Models of Organizational Change & the Differences Between Them

The differences of the model are not aligned to why they are formed in the first place but more aligned to how they get to a specific goal. The transformational model's main purpose is to make a change in organization by changing the people themselves. The transformational model makes an effort change the person's beliefs and attitudes. This scientific management method has the main goal of increasing worker productivity through a strategic change. With the strategic change the plan is not trying to change the beliefs of another person but to increase worker productivity by implementing the change without changing the overall outlook of the employees. The plan -- do -- check -- act change model does not worry about changing people or implementing a change for productivity but wants to change people for their own personal satisfaction and can increase the efficiency of the people through happiness.

Those strengths of each change model are also different. The transformational model provides a framework for partnership and also branches out to the community in any other parties that are interested in joining the almost fanatical move towards the change led by charismatic leader. The strengths of the scientific management method are completely different. It is based in academics and one of the most important contributions to the model is that it taught scholars that change needed to be more subtle. The plan -- do -- check -- act change model is more laid back and gives the employees and the leader's time to make the change and to fine tune the change as obstacles arise.