Leading the Process of Organizational Change

Document Type:Essay

Subject Area:Management

Document 1

Besides, technology continues to evolve; thus forcing companies to respond to these transformations effectively in order to compete favorably in the ever competitive market. Hence, those companies that handle change management can thrive and become successful. However, one of the critical models for understanding change dates back to the theoretical model of Kurt Lewin and it still holds true in the contemporary business world. Overview of Lewin's Change Model Kurt Lewin’s change management model is one of the influential theories of organizational change. The rationale behind developing a change management approach was to determine how employees involve and are willing to change. Unfreeze Lewin proposed three stages of change implementation process and their significance. The first phase is unfreeze and this process involves preparing an organization to accept that change is inevitable (Spector, 2007).

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In this stage, the task is all about breaking down the existing status quo and creating a new one. The major goal in this stage is to develop a compelling message that reveals the reason for the change process. Hence, this is the easiest ways of pointing out declining sales, poor customer satisfaction, and failure to meet the needs of customers. The second phase of transition is not easy; therefore careful planning, communication and endorsing individuals for change is not an easy task. The change phase is important because this is where things become real and the employee began to learn new behaviors critical to organizational success. Although this stage is also difficult, care execution, education, motivation, and communication will make employees work hard towards attaining corporate goals (Spector, 2007).

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As a result, careful execution and planning should be taken into considerations since they are the many reasons for the change. Freezing Refreezing is the last phase and this is where everyone moves away from the transition or change process to much stable or an equilibrium state. For example, the organizational manager may wish to change employee behaviors by allowing them to work without necessarily waiting for orders from the supervisors or become accustomed to working collaboratively with other employees in their specific area. Secondly, I will change the organizational climate, international styles, and culture. Organization culture can impact the economy and it can cause legal related issues. Modifying Lewin's model to improve corporate performance. Besides, changing organizational climate can help in determining the likely effects of future problems.

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