Lewin's Change Model Analysis

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Kurt Lewin's Change Model The model represents a very simple and practical model for understanding the change process. For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and finally, solidifying that new behavior as the norm. The model is still widely used and serves as the basis for many modern change models. o Unfreezing Before a change can be implemented, it must go through the initial step of unfreezing. Because many people will naturally resist change, the goal during the unfreezing stage is to create an awareness of how the status quo, or current level of acceptability, is hindering the organization in some way.
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This changing step, also referred to as 'transitioning' or 'moving,' is marked by the implementation of the change. This is when the change becomes real. It's also, consequently, the time that most people struggle with the new reality. It is a time marked with uncertainty and fear, making it the hardest step to overcome. During the changing step people begin to learn the new behaviors, processes and ways of thinking. The more prepared they are for this step, the easier it is to complete. For this reason, education, communication, support and time are critical for employees as they become familiar with the change. Again, change is a process that must be carefully planned and executed. Throughout this process, employees should be reminded of the reasons for the change and how it will benefit them once fully…show more content…
An organization may either take a bottom up approach or a top down approach when it comes to implementing the change. When it is a top down approach, the top management decides on the strategy to be used for change and then quickly moves to implement the change. When a quick change is required such an approach is used. The obstacles are tackled as they occur. A bottom up change is slow, gradual and accommodative. The top management consults with all the functional managers. The approach is more participative as it involves every person to change process. Uncertainty is minimized as every worker is kept informed about the
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