Lewin's 3 Stage Process of Change

Kurt Lewin's change model views organizational change as a process involving unfreezing, implementing change, and refreezing. The unfreezing phase involves creating urgency and building support. Implementation includes setting targets and overcoming obstacles. Refreezing solidifies changes and rewards adoption. The model is critiqued for not addressing continuous change but is effective for isolated change events.

What analogy does Kurt Lewin use to describe organizational change?

• A mountain eroding over time

• A caterpillar transforming into a butterfly

• A tree growing and shedding leaves

• Water transitioning between states

What is the primary goal during the unfreezing phase?

• To finalize the change process

• To implement new technology

• To communicate the need for change

• To reward employees

Which of the following is NOT part of the changing phase?

• Publicizing success

• Addressing obstacles

• Creating objectives and milestones

• Implementing structural changes

What is the purpose of the refreezing phase?

• To revert to old practices

• To evaluate the need for change

• To solidify the change as the new norm

• To introduce new changes

What is a common critique of Lewin's change model?

• It requires too many resources

• It does not account for continuous change

• It focuses too much on technology

• It is too complex to implement