Kurth Lewin's
Introduction:
The purpose of this article is to criticize Kurt Lewin’s model of change. I will shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory. According to me Kurt Lewin’s theory is agoal and plan oriented because it only consider about change not peoples feeling and opinions. His theory makes a complex sense. It is assumed that it takes decades to understand his theory. I will be providing the evidence further in my critical analysis. This article also include other theories about manage or overcome resistance to change in organization. The theories serve as testimony to the fact the change is a real phenomenon.
Definition:
Lewin’s Three-Step Change Theory
Kurt Lewin (1951) introduced the three-step change model. This social scientist views behaviour as a dynamic balance of forces working in opposing directions. Driving forces facilitate change because they push employees in the desired direction. Restraining forces hinder change because they push employees in the opposite direction. Therefore, these forces must be analyzed and Lewin’s three-step model can help shift the balance in the direction of the planned change.
Different approaches of resistance to change:
According to Edgar H.Schein, you cannot understand a system until you try to change. While Morgan remarks, Resistance arises when the forces of an established attractor are more powerful than those of a new or emergent one.
But one of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in 1950s. His model is known as unfreeze change-Refreeze refers to the three stages process of change. Lewin’s a physicist as well as social scientist, explained organizational change using the analogy of changing the shape of a block of ice.
Causes of change:
Organizations chages over time in a variety of ways. There are a number of ways
The purpose of this article is to criticize Kurt Lewin’s model of change. I will shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory. According to me Kurt Lewin’s theory is agoal and plan oriented because it only consider about change not peoples feeling and opinions. His theory makes a complex sense. It is assumed that it takes decades to understand his theory. I will be providing the evidence further in my critical analysis. This article also include other theories about manage or overcome resistance to change in organization. The theories serve as testimony to the fact the change is a real phenomenon.
Definition:
Lewin’s Three-Step Change Theory
Kurt Lewin (1951) introduced the three-step change model. This social scientist views behaviour as a dynamic balance of forces working in opposing directions. Driving forces facilitate change because they push employees in the desired direction. Restraining forces hinder change because they push employees in the opposite direction. Therefore, these forces must be analyzed and Lewin’s three-step model can help shift the balance in the direction of the planned change.
Different approaches of resistance to change:
According to Edgar H.Schein, you cannot understand a system until you try to change. While Morgan remarks, Resistance arises when the forces of an established attractor are more powerful than those of a new or emergent one.
But one of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in 1950s. His model is known as unfreeze change-Refreeze refers to the three stages process of change. Lewin’s a physicist as well as social scientist, explained organizational change using the analogy of changing the shape of a block of ice.
Causes of change:
Organizations chages over time in a variety of ways. There are a number of ways
References: Lewin, K. Principles of topological psychology. New York: McGraw-Hill, 1936 Lewin, K Lewin, I. Resolving social conflicts; selected papers on group dynamics. Gertrude W. Lewin (Ed.). New York: Harper & Row, 1948. Lewin, K. Field theory in social science; selected theoretical papers. D. Cartwright (Ed.). New York: Harper & Row, 1951