Pros And Cons Of Kurt Lewin's Change Model

.1 Introduction;

Change plays an undeniable role in any organization. Most of the people to don’t approve of this change because it may change their daily routine. Employees fine it difficult to cope up with them. It should be taken care of by the management system to pass on the change through appropriate means of communication channel, and avoid any form of distortion. The employees should be well aware of the pros and cons of a particular change, by helping the employee to understand the benefits of the change using positive reinforcement techniques. The change management is a useful tool but it is essential to manage the change in an effective way and promote the change in a positive way rather than negative.

Content and analyzation

Change

In addition to that, the following model is founded on behavioral changes which plays major factor, while adapting to some kind of changes that are going on in the organization. In 1950’s it has been developed by a social engineer, Kurt Lewin. He described different change processes in the organization through the ice, it was summarized into three phases.

UNFREEZE

In this stage we have to disapprove of any traditional methods and think out of the box. We thoroughly analyze every corner of an entity, to recognize the loopholes which may highly affect the performance of the organization. At this stage we are focused to melt the structure and getting rid of the factors. (Krtisonis, 2005)

CHANGE

In the following stage we have to apply a change. Change, that is even called Transformation. New methods are developed along with new attitudes and values, while there is improvement in the procedures. At this stage negative attitude of employees can be seen for the reason the they changed from their regular to new task. Good communication is needed so that the employee can work to learn in different ways (Burnes,

Denial/Refusal is a level at which the truth is rejected about a situation, it could be conscious or an at unconscious level. It is a phase where one fails to acknowledge the instruction. It denotes a support that is with a man is also capable of not being able to accept the news (Kubler Ross & Kessler, 2014). If a person does not achieve the goal they will get annoyed. People may be unhappy and they shift their frustration or aggression in curtain cases to others, usually on the people who are with them. The resistance of the employee can be there you have set your plan before the change is made.

2.3 view points on implementation of change

A spotless vision and procedure is perfect with the capacity of clear articulation of both. The social part of the association will likewise build up how flourishing the need of the change will be.

It is the duty of the administration framework to pass on data about the change at all the levels of the chain of importance. At first, they enable them to comprehend the data previously it's going to open. Change help in augmenting the hazard factor and furthermore help to expand the benefit of the firm. Looking out for the cutting edge patterns and models followed in the market is critical

Implementation of