What are your thoughts on how the following change scenario relates to approaches to OD and organizational change:Lewin's model, Kotter's model, Appreciative Inquiry model, and Complex Adaptive Systems model?

Change Scenario: Change leadership design and establish 2 core teams of development and operations in order to unlock system growth and continuous improvement for strong supply and sales for tire company.

Lewin's Model of Change o Pro: straight forward and easy to understand which in turn will make this change easy to implement. o Con: May cause resistance as change is reinforced and "refreezes" and causing changes to be enforced for a long period of time and will have to unfreeze in order to keep up with changes in the future.

Kotter's Change Model o Pro: Creates a sense of urgency while creating a coalition of influential people to help shape the planned change. Change is communicated. o Con: Can be time consuming for urgent change since small changes happen over time.

Appreciative Inquiry model o Pro: Helps build a sense of collaboration and appreciation where leaders welcome dialogue and listen to concerns. o Cons: Employees may feel like their ideas, concerns could be minimized over others.

Complex Adaptive Systems model o Pro: Will help with developing and adapting to changes o Con: outcome is the product of many different variables as opposed to 1 main reason.

The model that is appropriate for managing this change would be Kotter's change model and Appreciative Inquiry model. Both of these models are considerate of employees while keeping the main objective in focus. A combination of these two models would eliminate fear and resistance from employees but more importantly it helps reduce resistance, which plays an important role when trying to implement changes that will affect everyone in the company.