Q1: Both models should be taken into account whenever a change, be it big or small, is implemented in an oganization. I tend to relate to the answer from the participant Michael Gill: the Change Curve may be more useful in assessing an individual’s reaction to the change while the Transition Model may be more useful for planning and executing the change management activities.
Q2: Unfortunately, the company I work for went through a major “uplift” (aka transformation) that started a year ago and up to this day the remaining employees are still somewhere lost in the depresseion and confusion state. Everything from start to finish was not well communicated and little support was provided to the employees. If only these models were taken into consideration, I strongly believe the impact wouldn’t have been as big as it was.