Lewin's Three Stage Model

Kurt Lewin three stage model

1. LEWIN'S THREE STAGE MODEL MBA (PA) 2019-21 Presented By- Submitted To- Nidhi Dubey Professor Akhilesh Dubey Priya Dakua Shraddha Meena Prestige Institute of Management and Reseach

2. 1 . INTRODUCTION 2. UNFREEZING 3. CHANGE 4. REFREEZING CONTENTS 5. EXAMPLE 6. CONCLUSION

3. INTRODUCTION This model is developed by KURT LEWIN , back in 1940's. Lewin was a German-American psychologist . He recognized as the“Founder of social psychology” He was one of the first to study group dynamics and organizational development .

4. The model represents a very simple and practical model for understanding the change process. This method helps for managing change within an organization .

5. 01 02 03 UNFREEZE CHANGE REFREEZE Three stage process of change.

6. UNFREEZE CHANGE REFREEZE To begin any successful change process, you must first start by understanding why the change must take place.

7. UNFREEZING This first part of the change process is usually the most difficult. It's when you start cutting down the "way things are done". First stage involves preparation to accept that change is necessary. Before you make a change, you first “unfreeze” the status quo. This stage involves communicating the need for change.

8. CHANGING After the unfreeze stage, the change stage is where people begin to their uncertainty . Look for new ways to do things. Transition from unfreeze to change does not happen overnight, people take time to participate proactively in the change. This process is both in terms of time and the allocation of resources.

9. REFREEZING When the changes are taking shape . Changes will reach it's full effect when it's made permanent. In the absence of a new frozen state, it's difficult to tackle the next change initiative effectively. “Refreezing” gives the opportunity to thrive in the new eviornment. This stage is very important for getting the changes to last.

10. CONCLUSION Th is method involves preparing employees for change , making changes , and finally integrating and normalizing those changes within the organization .

11. THANK YOU