Comparing Kotter And Berwick’s Theories Research Papers Example

For a business to succeed, the organization has to adapt itself to new technology and adapting to changes. The way the organization works depends on how it adapts to new initiatives, project-based working, enhancing its technology and staying ahead of competition. When these things come together the organization is ready to adapt to change successfully. In his eight-step model, Kotter suggests that a sense of urgency should be created for change to happen. Leaders who form a powerful coalition should create a vision for change and be able to communicate the vision. Obstacles should be removed and short-term wins should be created (Fernandez, 2006). This will help in motivating people. Kotter argues that changes run deep and so organization should build on change. Finally in order to make the changes work, it should be made a part of the organization and continuous efforts should be made by the leaders to support the change.
Berwick however, expounds on how, why and at what rate new ideas and technology spread across cultures. Diffusion is the process through which innovation is communicated through channels over time among the social system. He (Gilley,2008) gives a set of rules that will help in disseminating innovations in healthcare that include finding innovations, funding and supporting innovators. He believes that though there will be obstacles on the way, health care leaders should respect change and adopt it for a successful future
While comparing Kotter and Berwick, the basic notion is that any new idea is adopted slowly and innovation is generally perceived to be of great advantage. Once the innovation is perceived, the rate of spread of innovation depends on the personalities involved (Gilley,2008). The other important factor is successful dissemination of the program or policy that is implemented, the social elements that shape the form and attitude of the community
The Berwicks model is a much-preferred model as it involves a community on the whole to work and adapt to innovation. Though there has been criticism for this model it has been found that people are willing to adopt change in the long run (Fernandez, 2006). This is important especially in health care. The benefits of innovation have positive consequences. There are two types of innovation decisions, namely, collective innovation and authority innovation decisions. Collective decision-making is done by consensus and authority decision-making is done by a few with power in an organization. Diffusion of innovation occurs due to these change agents and is a group phenomena through which innovation spreads

References

Fernandez, S., & Rainey, H. G. (2006). Managing successful organizational change in the public sector. Public administration review, 66(2), 168-176.
Gilley, A., Dixon, P., & Gilley, J. W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovation in organizations. Human Resource Development Quarterly, 19(2), 153-169.
Mento, A., Jones, R., & Dirndorfer, W. (2002). A change management process: Grounded in both theory and practice. Journal of Change Management, 3(1), 45-59.