Distinct Diagnostic Methodologies Representing Change Management Development for the US Army

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Mod 2 SLP (the Burke-Litwin) This paper focuses on two distinct diagnostic methodologies that represent change management development for the U.S. Army. These methodologies provide guidance to the Army in determining vital factors and their degree of congruence. The main work of these methodologies is minimizing the challenges associated with the change. This is attained through identification of the fundamental change variables that call for critical attention from the chain of command in the U.S. Army. Further, the models seek to establish a routine that the U.S. Army activities need to put in place in handling change situation. In addition, they determine how different units of the U.S. army are interconnected. The paper has outlined differences and similarities between Congruence and Burke-Litwin models and their usage in the U.S. Army. The Army has evaluated their weaknesses and strengths and selected the Burke- Litwin as the most effective methodology (Ingols, Deszca & Cawsey, 2011). We begin with the Burke-Litwin model, which was the first methodology that was adopted by the U.S. Army. The capability of this model depends deeply on different factors that must be applied at various command levels. The top variables have higher capability on command than the lower variables. The methodology emphasizes on open principles, which takes into consideration the external atmosphere as an input while the performance of the U.S. Army is regarded as an output (Trahant, Hard

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