Describe the set of steps in the OD Action Research Model, Appreciative Inquiry,  and Kotter’s  Eight Step Model. 

The OD Action Research Model is a five-step process that includes: entering, contracting, diagnosing, action planning, and evaluating. Appreciative Inquiry is a four-step process that includes: discovery, dream, design, and delivery. Kotter’s Eight Step Model is a process that includes: creating a sense of urgency, forming a powerful coalition, creating a vision for change, communicating the change vision, empowering others to act on the vision, creating short-term wins, consolidating gains and producing more change, and anchoring new approaches in the company’s culture.

The OD Action Research Model is effective for identifying and addressing specific problems within an organization. However, it can be time-consuming and may not be well-suited for organizations with a lack of resources. Appreciative Inquiry focuses on the positive aspects of an organization and can be effective in building a strong sense of unity and direction. However, it may not address specific problems as effectively as the OD Action Research Model. Kotter’s Eight Step Model is effective in creating a sense of urgency and guiding organizations through the change process. However, it may not address specific problems or involve employees as much as the OD Action Research Model or Appreciative Inquiry.

For Red Carpet LLC, we recommend the Kotter’s Eight Step Model because it emphasizes the importance of creating a sense of urgency and guiding the organization through the change process, which is crucial for the company’s recent acquisition of Sparkstar theaters. This model is also effective in creating short-term wins, consolidating gains and producing more change, and anchoring new approaches in the company’s culture which will help Red Carpet LLC to achieve its long-term goals.

To overcome resistance to change at Red Carpet LLC, it is important to involve employees in the change process and to communicate the benefits of the change to them. It is also important to provide training and support to help employees adapt to the new changes.

Effective communication is crucial in addressing resistance to change. This includes clear, consistent, and transparent communication about the change and its benefits, as well as involving employees in the change process and providing opportunities for them to provide feedback and ask questions.