Model Comparison We live in a world that is full of change and organizations are no different. In order to be successful in change management we must understand how teams work and how to manage the correct strategy for organizational change depending on the organization. Understanding change management models can help managers evaluate, design, and deploy an approach to changes in organizations. It is important to do this because of the human nature for people to resist change. Even the simplest of things can cause employees to react strongly. Organizations must change in order to remain successful and competitive. This paper will discuss two models for organizational teams and two models for organizational change. The two models that will be discussed for team development are Tuckman and Scott Peck. The two models that will be discussed for organizational change are Lewin and Bullock and Batten. The pair of models will be compared, contrasted, and discussed. Last each will be discussed for how and when to use them effectively in an organization. Organizational Team Models (Tuckman) It is important for groups to understand what their development process is while working together. Tuckman focused on interpersonal relationships and task activities. “He hypothesized a four-stage model in which each stage needed to be successfully navigated in order to reach effective group functioning” (Bonebright, 2010). The stages of Tuckman’s model are forming, storming, norming, and performing. In the storming stage, the group finds out what the task is, creates the ground rules, and establishes relationships with each other. Intergroup conflict begins in the second stage, storming. When things are unknown groups are usually resistant to move forward. They become hostile towards each other. During the norming phase groups come together and develop