Lewin's Change Theory

1261 words 6 pages
Lewin’s Change Theory
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Abstract
The significance of Lewin’s change theory lay not in the formality of the theory itself but rather on his ability to conceptualize real situations and as a result come up with models that reflect ideal situations. Kurt Lewin cut a niche for himself as one of the pioneers of the applied, organizational and social psychology. Born Kurt Zadek Lewin in September 9 1890, he is acknowledged as the founder of social psychology and among the first people to study organizational development and group dynamics. He lays claim to the term action research which he coined in 1944 to try and explain the effect of social action and the factors that lead to the same. A spiral circle that
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As the changes become accepted, continue to replace the old ways and become the new norm, stability and a state of normalcy has to be established and hence the freezing stage. Unless freezing is enforced at this point, an organization for instance is prone to reverting to the old norm of doing things (Smith, 2001). This stage is therefore equally important when executing change so as to maintain the desired transformation that has taken time and effort to achieve. New self-concepts as well as identities are created to better the interpersonal skills and with time, the new behaviors tend to become habitual. At this point, one can safely conclude that the freezing stage is complete and that change has successfully taken place.
Application by Human Resource Managers
Lewin’s change theory has been in application in the corporate world for many years since many companies discovered the importance of human capital. A poorly motivated workforce is no better than having no human resource at all. With time, human resource managers in different firms across the globe have come to realize the truth behind this statement and as a result embraced Lewin’s change theory to bring about significant changes in their organizations. For a human resource manager to evoke change in their organization, they have to conduct an attitude survey of all the staff which shows the levels of morale in the workforce (Schein, 1999). They may soon realize that the

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