Preview

Lewin's Comparison of Change Theories

Powerful Essays
Open Document
Open Document
2567 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Lewin's Comparison of Change Theories
INTERNATIONAL JOURNAL OF SCHOLARLY ACADEMIC INTELLECTUAL DIVERSITY VOLUME 8 NUMBER 1 2004-2005

Comparison of Change Theories

Alicia Kritsonis MBA Graduate Student California State University, Dominquez Hills

ABSTRACT The purpose of this article is to summarize several change theories and assumptions about the nature of change. The author 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, Lippitt’s Phases of Change Theory, Prochaska and DiClemente’s Change Theory, Social Cognitive Theory, and the Theory of Reasoned Action and Planned Behavior to one another. Leading industry experts will need to continually review and provide new information relative to the change process and to our evolving society and culture. here are many change theories and some of the most widely recognized are briefly summarized in this article. The theories serve as a testimony to the fact that change is a real phenomenon. It can be observed and analyzed through various steps or phases. The theories have been conceptualized to answer the question, “How does successful change happen?” Lewin’s Three-Step Change Theory Kurt Lewin (1951) introduced the three-step change model. This social scientist views behavior 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 (http://www.csupomona.edu/~jvgrizzell/best_practices/bctheory.html).

T

1

INTERNATIONAL JOURNAL OF SCHOLARLY ACADEMIC INTELLECTUAL DIVERSITY 2___________________________________________________________

_________________________

According to Lewin, the first step in the process of


References: “Behavioral Change Theory.” http://www.csupomona.edu/~jvgrizzell/best_practices/bctheory.html. Hicks, Vicki. “Change Theories.” kumc.edu/instruction/conted/online/substance/ module3/mod3comp1.html “How Social Change can Happen.” http://newcity.ca/Pages/moorechange.html. Lippitt, R., Watson, J. and Westley, B. The Dynamics of Planned Change. New York: Harcourt, Brace and World, 1958. “Prochaska and DiClemente: Behavior Change Model.” http://northwestahec.wfubmc.edu/professional/Behavior%20Change%20Model.pdf#searc h= ' prochaska%20and%20DiClemente ' . Robbins, Stephen. Organizational Behavior. 10th ed. Upper Saddle River, NJ: Prentice Hall, 2003.
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Better Essays

    Ldr/300 Week 3 Change Management Research Paper
    • 1109 Words
    • 5 Pages

    Ldr/300 Week 3 Change Management Research Paper

    Change is inevitable in a society for all types of businesses. Various changes need to occur within an organization due to the economy, mergers, customer’s preferences, technology, and globalization. To eliminate the resistance of change leaders should be aware of why managers and employees shun from it. Leaders should also become experts regarding methods to help employees adapt during the change process because of the positive and negative outcomes that can occur. In doing so, the process can become a successful experience.…

    • 1109 Words
    • 5 Pages
    Better Essays
    Read More
  • Powerful Essays

    Theoretical Matrix
    • 1468 Words
    • 6 Pages

    Theoretical Matrix

    This week’s studies were an examination of organizational and individual barriers to change. We learn to identify the role of strategic renewal, the behavioral aspect of organizational change, analyzed the dynamic of motivating employee behavioral change, differentiated the three faces of change, and finally explored the sources of employee resistance. A primary focus was Lewin’s Field Theory in Social Sciences and for this paper identified three theoretical organization change models.…

    • 1468 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Satisfactory Essays

    Lewin's Change Model Analysis
    • 444 Words
    • 2 Pages

    Lewin's Change Model Analysis

    Lewin’s change management theory is important to the healthcare practice because it recognizes human behavior to change and guide change resistance. Lewin's change management hypothesis is imperative to the health care organization because Lewin’s hypothesis perceive human conduct to change and control change resistance. Lewin change model has three distinct stages; (1) unfreezing (arranging), moving (actualizing), and (3) refreezing (assessing) (Bower,…

    • 444 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Powerful Essays

    Lewin's Model Of Change
    • 2139 Words
    • 9 Pages

    Lewin's Model Of Change

    The nursing theory that supports implementing SSC is the Neuman’s systems Model nursing theory. “This theory focuses on the response of the patient system to actual or potential environmental stressors and the use of primary, secondary, and tertiary nursing prevention intervention for retention, attainment, and maintenance of patient system wellness” (System Theory, 2015). Newborns are dependent to their environment for the maintenance of body temperature immediately after birth. One of the newborns basic survivals is to obtain stable temperature (i.e. normal temperature range). Newborns possess physiological challenges after birth due to physical immaturity. It is a must to create a warm environment for the newborn as they transition…

    • 2139 Words
    • 9 Pages
    Powerful Essays
    Read More
  • Better Essays

    Understanding and Coping with Change
    • 1621 Words
    • 7 Pages

    Understanding and Coping with Change

    Although change has become commonplace in modern organizations, the reported failure rates of change implementation range from 40% to as high as 70% (McKay et al., 2013). Considering our global economy and technological innovation, this rate is alarmingly high. It is no surprise that these statistics have prompted researchers to investigate the causes underlying change failure in modern organizational settings (McKay et al., 2013). Employee resistance has been identified as a primary source of change implementation failure across a range of organizations and industries worldwide (McKay et al., 2013). Change is a situation that interrupts normal patterns of organization and calls for participants to enact new patterns, involving interplay of deliberate and emergent processes that can be highly ambiguous for everyone involved (Ford et al., 2008). Employees resist change for a variety of more or less logical reasons (Baack, 2012). These reasons will be explored to understand the external and internal factors of change within organizations. In addition, a scenario will be presented to analyze how change was introduced, perceived, and implemented at a real life organization.…

    • 1621 Words
    • 7 Pages
    Better Essays
    Read More
  • Powerful Essays

    Caluwe
    • 5535 Words
    • 23 Pages

    Caluwe

    In Chapter 3 we discussed paradigms concerning change: What exactly does the concept of change mean to an individual (which color?), and is this meaning experienced consciously or subconsciously? In Chapter 4 we looked at a method for change: Which main elements seem to be constant irrespective of how people view change? What does a road map for change processes look like? In this chapter we will delve yet a little deeper: What exactly do you, as a change agent, do in each specific phase of a change process? How do you steer through the four phases from idea to outcome? This chapter probably offers the change agent in the field the most practical advice. During external and in-house courses in change management we have noticed that most change agents wrestle with the question of how to structure each phase (Figure 5.1). How do you find answers to questions such as the following: • What exactly is the problem? How do I uncover that? Why are things the way…

    • 5535 Words
    • 23 Pages
    Powerful Essays
    Read More
  • Better Essays

    Lewin's Theory Of American Education
    • 1245 Words
    • 5 Pages

    Lewin's Theory Of American Education

    Lewin 's (as cited in Duffy, 2004) theory stated that in order to change a system people must first visualize the desired organizational framework. After assessing the goals, the organization compares them to the organization 's current state looking for gaps between the two. Finally, they develop a change plan composed of long-range and short-term goals that will move their system toward those goals. Lewin 's approach also suggests involving workers in the decision making process to promote greater acceptance of the changes (Marion, 2002).…

    • 1245 Words
    • 5 Pages
    Better Essays
    Read More
  • Satisfactory Essays

    Leader-Member Exchange Essay
    • 412 Words
    • 2 Pages

    Leader-Member Exchange Essay

    Theories of change describe the effectiveness with which organizations are able to modify their strategies, processes, and structures. The rate of major organizational change has accelerated dramatically in this decade. Experts have estimated that 30 years ago, the largest companies typically had only one or two simultaneous enterprise-wide change initiatives; however, according to a corporate executive board CEB organizational research available today: A typical organization has undertaken five major firm-wide changes in the past three years; 73% of the organizations expect a greater number of changes over the next three years; only 34% of the organizations are clearly successful at managing change. Major change initiatives are not limited to big companies. According to the society human resource management SHRM (2007) change-management survey report, 80% of organizations had planned or implemented major organizational initiatives requiring change management during the previous 24 months. Different organizations use different organizational change models to remain competitive in the marketplace (e.g., the positive model; the action research model; Lewin's model; Kanter, Stein, and Jick, 1992; Kotter's model, 1996; and Luecke model, 2003) all of these studies showed that leadership is the key factor for the process of change. As change initiatives have become more frequent and widespread, the importance of managing individuals through change has gained credence. Many corporate leaders have concluded that failing to manage employees through change can be costly. Employees who are dissatisfied with or upset by a change are generally less…

    • 412 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Powerful Essays

    Health Care and Change
    • 1594 Words
    • 7 Pages

    Health Care and Change

    Change can be viewed as negative or positive depending on how it’s presented. It can be met with resistance probably due to lack of simple oversights, lack of persistence, poor communication, or other more personal vulnerabilities (Bert, Spector, 2010.The goal of the change should be identified before implementing it into the organization. Status reports, evaluations, and periodic surveys are all useful resources for determining the effectiveness of an organizational change (Bert Spector, 2010).…

    • 1594 Words
    • 7 Pages
    Powerful Essays
    Read More
  • Better Essays

    modified heart of change
    • 2583 Words
    • 8 Pages

    modified heart of change

    The ability to change and adapt is extremely important for any organization to reach its full potential. Influencing people to change is more dependent on showing them a truth that influences their feelings, rather than shifting their thinking (Kotter & Cohen, 2002, p. 1). If leaders can change the behavior of members of an organization, the successful large-scale change they are seeking will more likely be realized. According to Kotter and Cohen, in order to achieve successful large-stage change, there are first eight stages that must be followed. These steps are: increasing urgency, building the guiding team, getting the vision right, communicate for buy-in, empower action, create short-term wins, don 't let up, and making change stick (Kotter & Cohen, 2002, p. 6). While organizational change does not necessary require each of these steps to occur, or in the exact specified order, they provide a basic pattern for leaders to use to influence behavior and create change (Kotter & Cohen, 2002, p.7).…

    • 2583 Words
    • 8 Pages
    Better Essays
    Read More
  • Good Essays

    Themes Of The Heart Of Change
    • 1671 Words
    • 7 Pages

    Themes Of The Heart Of Change

    The Heart of Change, written by John P. Kotter and Dan S. Cohen, reflects upon change and its influence on organizations. Kotter and Cohen claim that change is the only constant. By focusing on change management through the behaviors of people, the authors claim that an eight step process to alter organizational changes is possible and can lead to successful outcomes. The author demonstrates the success of change management through real life scenarios that influenced and motivated change in that particular organization. John M Ivancevich’s Organization Behavior and Management focuses on behavior and management within work settings. The Heart of Change and Organization Behavior and Management correlate with one another by addressing how change is vital for any organization. The main themes of both books can be summarized by the following statement: “In order to make any transformation successful, you must change…

    • 1671 Words
    • 7 Pages
    Good Essays
    Read More
  • Powerful Essays

    Hrm 531 Resistance To Change
    • 1399 Words
    • 6 Pages

    Hrm 531 Resistance To Change

    This model is based on the theory that planned organizational change can occur by changing the behavior and attitudes of employees. These changes occur from three distinct stages. The first stage of this model is about getting ready to change. It involves getting to a point of understanding that change is necessary and getting ready to move away from the status quo. The second stage is to change what needs to be changed. This is a challenging stage because people are unsure and fearful of making the actual change. The third stage is about making the change permanent once the changes in stages one and two have been made. Within stage one of this model, Lewin developed a tool called the force field analysis to help organizations analyze certain aspects of changes that may lead to resistance [ (Kurt Lewin Change Management Model, 2008-2010)…

    • 1399 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Good Essays

    Organizational Change Analysis
    • 747 Words
    • 3 Pages

    Organizational Change Analysis

    Jimmieson, N.L., Peach, M., & White, K.M. (2008). Utilizing the theory of planned behavior to inform change management. The Journal of Applied Behavioral Science, 44(2), 237-262.…

    • 747 Words
    • 3 Pages
    Good Essays
    Read More
  • Better Essays

    Resistance to Change
    • 2013 Words
    • 9 Pages

    Resistance to Change

    Changing an organization is often essential for a company to remain competitive. Failure to change may influence the ability of a company to survive. Yet employees do not always welcome changes in methods. According to a 2007 survey conducted by the Society for Human Resource Management (SHRM), employee resistance to change is one of the top reasons change efforts fail. In fact, reactions to organizational change may range from resistance to compliance to enthusiastic support of the change, with the latter being the exception rather than the norm.Anonymous. (December 2007). Change management: The HR strategic imperative as a business partner. HR Magazine, 52(12); Huy, Q. N. (1999). Emotional capability, emotional intelligence, and radical change. Academy of Management Review, 24, 325–345.…

    • 2013 Words
    • 9 Pages
    Better Essays
    Read More
  • Best Essays

    Blended Learning
    • 2819 Words
    • 12 Pages

    Blended Learning

    References: * Froderman, Robert, Julie T. Kline, and Carl Mitchman, eds. Oxford Handbook on Interdisciplinarity. Oxford: Oxford University Press, forthcoming, 2009.…

    • 2819 Words
    • 12 Pages
    Best Essays
    Read More

Related Topics