The Kurt Lewin Model of change in 2019

The Kurt Lewin Model of change in 2019

The process of change is always complicated and unable to complete without planning. organization needs change in their work style with the time to sustain in the business world. Time is not remain same always and works patterns always demand improvements and changes to complete the tasks. The concept of change in management is not a new concept and changes requires in all aspects of management to top management to low level management in business industries.There are different authors presented different models of change on different levels, such as individual changes belongs to human and change in management or departments, i.e. information technology, Marketing strategies, Research and Development and physical changes include machineries. Different sort of changes in business industries requires planning, preparation, capital, time and focus. All terms or aspects of change are essential to complete the process of change in business management in any firm or organization.Implementing chaining successfully everyone needs to make an effort. The most critical part in the process of change is humans and their desire to change.The human element is important because they need to agree and make minds to complete the tasks. Human psychology believes human nature do not agree to adopt new things in daily life and particularly in the professional field of work. Psychologist believes if human agrees to make changes in business it means organizations done 50% change. Training and motivation helps human element of change and the role of leadership is helpful for employees to make them agree. Today we are going to discuss a Polish social psychologist Kurt Lewin mode of change.Kurt Lewin is a polish man lived his life in America presented his three step model of change. 




There are three stages of change according to Kurt Lewin model change
 

• Unfreezing

As we discussed above about the human role in change is very important. Kurt Lewin is giving its the name of unfreezing stage. Lets melt human minds first. According to Lewin, Unfreezing stage of change belongs to human and lets human understand the concept of change, importance of the changes and needs of change. Lewin talks about need of change, make human mind move from current way of work to required work zone.He gave human current working behavior a comfort zone. Moreover, a portion of humanity, creating a situation of change and thinking about change will motivate individuals to make the change quickly. Furthermore, organizational role is important to make employees for change and management need analyses the concerns of employees and proper communication with employees can unfreeze this stage.

•  Change or Transition

The second and hardest stage in the change is transition because Lewin believes change is the process and things change in process and its an inner movement which react in the process. This is harder because people practically involved and they are unsure about the outcomes of the change. The period of transition is hard but communication and motivation can make this step simpleMentors and coaches need for planning and must explain the benefits of change to people. Moreover, the process of change can affect employees negatively so individual need to prepare for bad time. Furthermore, mangers direction, opportunities of participation and reward policy helps the manage these stages successfully.

• Freezing (or Refreezing)

Finally, change is done position is established. People made a change and accepted and norm became in the organization and people also become comfortable in new environment and with time they will comforts. Lewin give the name of this stage is freezing because people are accepting change and start working and believes more time will give them comfort. So new culture, support and acknowledgement start building. Moreover, things start developing and leadership gets feedbacks and rewarding amongst employees