Application of a Theory Powerpoint Presentation.pptx

Kurt Lewin's Theory of Planned Change By: Yamithsu Coriolan Yetunde Ojo

“If you want truly to understand something, try to change it” -Kurt Lewin

Background of Theorist Kurt Lewin was born on September 9th,1890 in Moglino, Germany (now part of Poland). Lewin originally began studying medicine but switched disciplines to natural sciences. While pursuing his doctorate Lewin developed an interest in the philosophy of science and psychology and earned his doctorate in Psychology in 1916. Lewin later served as a soldier in the German army during World War I and conducted psychological research related to soldiers’ experiences during the war. After the war, Lewin worked at the Psychological Institute in Berlin, where he conducted pioneering research in social psychology and group dynamics. Lewin, who was a Jewish refugee, escaped Nazi Germany and immigrated to the United States in 1933 to get away from the political controversy. He taught at Cornell and later joined the University of Iowa where he continued his influential work in social psychology, he also became a professor of Child Psychology at the latter's Child Research Station. (Burnes, 2004)

Phenomenon of Concern • Kurt Lewin's change theory's major concern is the process of change itself, particularly in human behavior or systems. • The theory is focused on understanding how change occurs, what factors can help or impede change, and how to effectively manage change. • The theory was created to aid in the understanding and management of change in a variety of settings. - For example, in the context of nursing, changes in a patient's health behavior (such as diet, exercise, or medication adherence), and changes in a healthcare organization's practices or policies. (Burnes, 2004)

Problems Addresse d by the Theory The theory addresses the following problems: • Resistance to Change: One of the most difficult aspects of any change process is dealing with resistance from people who will be affected by the change. • Lack of Direction in Change: Without a clear plan, change efforts can become chaotic and ineffective. The theory provides a clear, three-step process (unfreezing, changing, refreezing) that can guide the change process. • Making Change Stick: Another prevalent issue is ensuring that changes are not only temporary but also sustained over time. • Understanding Change as a Process: The theory provides a psychological perspective on why and how change occurs, which can help in understanding and managing the change process more effectively. (Burnes, 2004)

Major Concepts of the Theory Unfreezing: The first step in the process is to look at the way things are now and admit that something needs to change. At this time, the individual has to fight the forces of habit and break down his or her old way of thinking. It could mean questioning the organization's current beliefs, values, attitudes, and behaviors and making people aware of how the current situation is getting in the way of growth. Changing: A lso referred to as the transition or mobility stage, the change itself takes place during this phase. It means making changes to your ideas, feelings, actions, or all three in a way that is more liberating or productive. Usually, this stage is a time of confusion and change. People don't know what the new ways are yet, but they know that the old ways are being tested. Refreezing: This is the last stage, where the new way of thinking solidifies, and the person's level of comfort returns to where it was before. After the changes are made, this refreezing stage needs to happen so that they can last for a long time. It includes using feedback and rewards to reinforce new habits and ways of doing things and making the changes part of the organization's culture.

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