Case Study

Lewin's plan change model

Change goes through 3 steps: unfreezing, movement and refreezing.

1.Unfreezing: this means when we want to build a new system, we must break the old style and the successful change is let the staff understand why the new system must take place, to display a clear situation to let people know, the reason like poor financial, declining sales fingers. In this progress you have to challenge those who are against the change and help those that display stressful behavior.

2.Movement: we need the time to have a good communication with the staff, to like them support the new idea, new change, new direction, for the change successful, we need to let people know what benefit they can have, this also important to help the company change.

3.Refreezing: the change happened, we must ensure the leadership accept, let the people ensure what they should do, we should let staff feel confident about the new system, at the end we can hold a celebration for change successful, to let the staff know the change have closed, thanks them for their help.

Force Field Analysis

According to Lewin, for change to happen the force for change must be stronger than force against change. We must remove all barriers to change by following his 3 stages of unfreezing, movement and refreezing.

Kotter's model of change

This model of change includes 8 steps:

1. Create Urgency - this step is to encourage the staff to support the change at the workplace. To let staff feel the need to support the change and agree it. At the beginning people don't like to change, so we should provide them with good reasons

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2. Form a Powerful Coalition - this step we should push for change to happen and obtain the leaders agreement. Leaders to help implement change can be from different layers of management. This coalition will guide the organization to make change happen.

3. Create Vision for Change - how to make the change happen is important. People are more...