Kurt Lewin Model Of Change

While browsing over the theories borrowed by other disciplines, I found it easy to pick out the theories that lined up with my personal use of the Goal Attainment Theory. As a nurse practitioner, Lewin’s Change Theory and Roger’s Person-Centered Theory would align with my current view of nurse practitioner’s in practice. These two theories would provide the means the help the patient, while keeping the focus on the patient. Lewin’s Change Theory provides the avenue for change by issuing concrete directions for change, while providing a measurable goal (Wojciechowski, Pearsall, Murphy, & French, 2016). Roger’s Person-Centered Theory presents the individual as someone who has considerable abilities, has the capacity to draw strength from

Life is constantly changing, like clouds in the sky; always shifting and turning. People never really know which way life will turn next, bringing them fortune or failure. When you look at how things change it is best to compare it to something that you can relate it to. The changeable nature of life can be related to the novel 'The Bean Trees.' This is a book written almost entirely on dealing with changes in the characters lives.

People generally like to stay in their comfort zone, they do not like changes. However, change is a necessary part of life, we see change in nature every day. Change can be positive or negative. We can choose to embrace the change or reject it, we also can choose to allow the change to have a negative or positive impact on our lives. Helmstetter lists six steps when dealing with change. First to recognize the change, then to decide if you are going to accept or reject the change. The next step is to choose your attitude toward the change, then choose how you are going to deal with it and what actions you are going to take. The last step is to evaluate your progress of accepting the change (Lamberton and Minor, 2012)

Throughout my live, my behavior towards change has evolved into a more mature acceptance of the inevitable. As an adolescent, I failed to contemplate the reasoning behind changes that occurred within my life. I

A personal change not only can affect the person making the change but their family and friends as well. Each person is an end product of all their life experiences that they have endured as well as the process of changes they have gone through to come out the other end. Change is inevitable and every person endures change from time to time in their lifetimes. Change is hard, it can cause emotional and physical pain sometimes, In fact our mind subconsciously tries to steer us away from emotional, physical, and spiritual pain. Change is really hard to accept and proper planning should be done in order to avoid some unpleasantness. In the following paper I will discuss a difficult and challenging change I went through when I decided to be the first person in my family to go to college.

Implementation of sustainable solutions for promoting the safety of patients is ingrained in principles of teamwork, effective leadership, and change in behavior among the stakeholders involved (Grol et al., 2013). In this regard, there arises a need to promote change to address the several factors contributing to patient falls in the hospital of reference. Among the pertinent issues requiring procedure revision is in carrying out the risk assessment for falling where there are inconsistent ratings among the caregivers who use the risk assessment tools (Grol et al., 2013). Using the “Lewin’s Change Theory," the revision employs a rational-empirical approach whereby initially, in the unfreezing stage, staff will be trained and sensitized on the merits of using standardized assessment

Lewin’s change theory involved applied behavioral science, action research and planned change each of which is necessary to examine during the implementation of change programs (Burnes & Cooke, 2012). Lewin’s field theory involves a number of concepts that can be used as a guide to help understand the forces that comprise group dynamics within their life space or environment. Lewin’s framework also explains the totality and complexity of people’s behavior within a social setting that can be modified to bring about successful change.

Lippitt’s Phases of Change is an extension of Lewin’s Three-Step Theory. The focus on Lippitt’s change theory is on the change agent rather than the change itself.

The second step in the change theory is the transition stage. Once people are unfrozen, the problem now shifts to how to keep them going. This is now the actual change process a stage that is characterized by confusion as people try to change from the old to new ways. This stage is further characterized by fear because people tend to be unsure and is the hardest step in the whole process (Schein, 1995). During transition, new behaviors are developed, values and attitudes. It is achieved through development techniques and change in existing organizational structures. People undergoing this stage need to be given ample time to adapt to new ways. Of uttermost importance during this stage is support. Support is offered in terms of coaching and training as well as acceptance that mistakes will be part of the transition process (Smith, 2001).

Change is a common trend in the business world and companies who changes usually succeed while companies who stay set in its ways more often than not will be unsuccessful. In the 1950, Kurt Lewin laid out a model of success for change that many companies still use today. To the untrained eye the idea, Lewins concept seems easy but the freeze, change and unfreeze steps does not always happen without resistance. Those who are set in there ways will not be as accepting to the change for many reasons. Many have researched his change model, discovered ways to make it work, and

In addition, Lewin recognized that change is almost always met with resistance. More importantly, he identified the behaviors and environments that stimulate resistance. Thus, careful consideration of behavioral and environmental impacts must occur in the Unfreezing stage of Lewin’s Unfreezing-Changing-Refreezing Model prior to implementing the change. This will prepare the leaders of the organization to meet the resistance with the correct leadership and management style.

A life-changing event is not something to be taken lightly. Throughout our lives, we encounter many obstacles and changes, some of which bring us joy and excitement, others of which may be hard for us to handle. When I look back on my relatively short life, it may, at first, be hard for me to think of an event that has truly molded and shaped the person that I am today. I have encountered several changes, but at the time, they felt like mere speed bumps along my path. Looking back now, it is easy for me to see that these changes were not by chance, but were placed in my path to form the person that I am today.

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.

There are many different life changing events that can change your life. Sometimes things happen in people’s life and they can’t do anything about it. Changes can be good and sometimes it can be a terrible thing that results in a positive turn in one’s life. Change is a part of life that no one looks forward to. Everyone’s life changes at some point. Life is full of many unexpected challenges that will be thrown in your face at any place and any time. People learn and grow from every experience that they go through in life. Some of the events that have changed my life was losing my grandmother, graduation, and going to college. Changes come almost every day in my life.

An early model of progress created by Lewin portrayed change as a three-stage process. The primary stage he called "unfreezing". It included overcoming dormancy and disassembling the current "personality set". It must be some piece of surviving. Barrier systems must be circumventing. In the second stage the change happens. This is ordinarily a time of perplexity and move. We are mindful that the old ways are constantly tested yet we don 't have a reasonable picture with reference to what we are supplanting them with yet. The third and last stage he called "solidifying". The new attitude is solidifying and one 's solace level is coming back to past levels