Pros and Cons of and Action Research Model
Used for collaborative work
Contextual and relevant to particular circumstances
Not always fully understood and implemented correctly.
Difficult without paper support
Can be viewed as ‘add-on’
Pros and cons of Appreciative inquiry
Engage people effectively
Focused on what already works
Bottom up approach
Gives no guarantee to the change.
The Action Research model has several pros and cons . Some of it’s cons are; It is designed to be used for collaborative work for both students and teachers as well as teachers with their colleagues. According to (Rothwell et al., 2015),“Teachers should share the nature of the planned improvements with their students, so that students can be knowledgably involved in evaluating them. Teachers’ action research is enhanced when it is undertaken in collaboration with colleagues and when involving others as critical friends.” It is also relevant and contextual for circumstances the teachers find themselves in since they use it to improve and inform their performances. One of the advantages of appreciative inquiry is that it engages people effectively. This makes all people to feel appreciated at the organization as they are part of the change. Focusing on what already Is there enables people to build on the strengths the have thus easing the change process.
Pros and Cons of Kotter’s Eight Step Model.
Creating a sense of urgency
Creates the guiding coalition
It is basically in top down format
No specific guidance for change maintenance.
Red carpet should use Kotter’s Eight Step Model for it’s change process. This is because the model offers creates a sense of urgency which is highly needed as well as guiding coalitions.
The first two steps of the “Kotter’s Eight Step Model” make its greatest strengths. If you rush to implement a change without involving all the stakeholders then you are planning to fail terribly. Normally leaders think that they can force changes without involving some other people who also understand the importance of the change. For this reason this model is very useful since it guides the leaders on how to incorporate other people in the process. During the change process many things are needed and this model provides a checklist for them. Red carpet should use Kotter’s Eight Step Model for it’s change process. This is because the model offers creates a sense of urgency which is highly needed as well as guiding coalitions. Second it enhances good communication among all people involved by using different channels to deliver indented message.
Red Carpet can overcome resistance to change by effectively engaging employees, effectively communicating change, overcoming opposition as well as implementing the change in several stages (Tan et al., 016). Red Carpet may need to use face to face communication to explain to their employees the need for change.
It is very essential for organizations to listen to feedback from their workers. It is very key to keep them in the loop since they are the once who deal directly with the customers and gets all work done. The business or organization need to ask their workers questions and use the feedbacks they give to adjust the change plan accordingly to demonstrate that their concern and ideas matter. Telling employees what they are expecting is the best way possible an employer can communicate to them about change. It is important for employers to understand that change takes time. It is necessary to prepare for it adequately before taking actions for the change. The change also needs to be implemented gradually in stages. The management should also engage those who are against the change and gather their concerns and develop ways to alleviate such issues on time. Face to face communication is very efficient since it enables you to get instant feedback. You can even be able to translate the feedback though facial expression and body language.