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Lewin Three Steps To Change

Decent Essays
The ways changes are implemented within a company can influence the results (Kotter, 1995). Over the years, many theoretical models have been developed. They are useful as they are a starting ground for rapidly implementing change with a positive result and can help reducing employees’ resistance (Petrescu, 2010). This section will discuss and analyzes various of the model currently used for manage change, employees resistance and its results.

5.1. LEWIN’S MODEL

Kurt Lewin was one of the pioneers in change management. He developed its traditional model “Lewin 3 steps to change" in 1947. His model has since been a reference point in change management, and many others models were based on his. Lewin’ model is simple and involved three steps: Unfreeze, change and Re-freeze (Figure 9). The three phases aim to join driving forces to push
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As a transformation can take time, short-terms goals should be formulated. Those objectives will help to keep people motivated. Moreover, milestones should be celebrated.

• Step 7- Stay persistent In this step, businesses should not declare victory yet. They should instead try to tackle others problems. They should not close the change mode that the firm is now in and should aim to sustain the acceleration.

• Step 8- Make the change permanent. In the final phase, Kotter (1995) argued that business should ensure that the change becomes social norm. Furthermore, they should highlight all efforts made and how stakeholders’ new behaviors and attitudes have helped to reach the expected results.

From Kotter’ model, we can deduce that he had identified the following points as problems when implementing a change:
• Employees do not recognize the necessity for change;
• Weak leaders and leadership within the company;
• Lack of overall clear vision
• Employees do not participate or engage in the change process
• Management does not recognize the efforts made by employees
• Giving up too
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