2024年4月6日发(作者：藏乐心)

Donna Spriggs Missouri

DEPM 604

February 12, 2012

Management Theorist-Kurt Lewin

Kurt Lewin (1890-1946) was a pioneer in the field of social psychology and

action research. Lewin has also been identified as the first psychologist to discuss

group dynamics and the importance of group behaviors. He contributed

significantly to the field of change management. Burnes (2004b) states “the

work of Kurt Lewin dominated the theory of and practice of change management

for over 40 years” (p. 977). Part of his change theory concludes change occurs in

three stages, unfreezing, moving, and re-freezing.

First, unfreezing gets the individual prepared for change. This involves

getting rid of old habits and ways. “In the unfreezing stage, the forces driving

towards and restraining individuals from adopting a change can be identified”

(Stichler, 2011, p.8) Next, in the moving stage of the change process, individuals

make the change. They respond to the change with required actions and

thoughts. The final stage is the re-freezing stage. During this stage the change is

accepted, and it becomes habit. If the re-freezing does not take place, then

individuals are capable of returning to the old ways.

Change is inevitable in organizations, and managers are often faced with

resistance during the change process. “The rate of change in the business world

is not going to slow down anytime soon. If anything, competition in most

industries will probably speed up over the next few decades” (Kotter,1996, p.

161). Individuals in leadership and management positions are usually charged

1

Donna Spriggs Missouri

DEPM 604

February 12, 2012

Management Theorist-Kurt Lewin

with leading change. Change theories can help leaders solidify changes. Kurt

Lewin’s change theory has been a fixture for in the field of change management.

While there are other theories, including complex ones, Lewin’s theory is often

one of reference in managers and leaders.

Mondy & Premeaux (1995) identified a change sequence in his theory. It

includes the three-stage model, as well as recognizing the need for change and

identifying the change method (p. 489). When implementing this sequence, it is

very important to recognize if change is necessary. It is important to have

stability in the workplace. Making change for no apparent reason can be harmful

to productivity and morale. However, when change is necessary change agents

should have a plan of action. “Using this theory, an organization’s leaders

would first demonstrate the need to change and explain why maintaining the

status quo would be detrimental” (Stichler, 2011, p.9). The method of change

can be implemented using different techniques. They include survey feedback,

sensitivity training, management by objectives, the Grid approach, and team

building ( Mondy & Premeaux, 1995, p. 490).

One of the most important element that has lead to a better understanding

of organizational change is “unfreezing the status quo”, preparing others for

the rs must not be deterred by resistance to change. It must not

be allowed to interfere with the change process. How does a manager unfreeze

2

2024年4月6日发(作者：藏乐心)

Donna Spriggs Missouri

DEPM 604

February 12, 2012

Management Theorist-Kurt Lewin

Kurt Lewin (1890-1946) was a pioneer in the field of social psychology and

action research. Lewin has also been identified as the first psychologist to discuss

group dynamics and the importance of group behaviors. He contributed

significantly to the field of change management. Burnes (2004b) states “the

work of Kurt Lewin dominated the theory of and practice of change management

for over 40 years” (p. 977). Part of his change theory concludes change occurs in

three stages, unfreezing, moving, and re-freezing.

First, unfreezing gets the individual prepared for change. This involves

getting rid of old habits and ways. “In the unfreezing stage, the forces driving

towards and restraining individuals from adopting a change can be identified”

(Stichler, 2011, p.8) Next, in the moving stage of the change process, individuals

make the change. They respond to the change with required actions and

thoughts. The final stage is the re-freezing stage. During this stage the change is

accepted, and it becomes habit. If the re-freezing does not take place, then

individuals are capable of returning to the old ways.

Change is inevitable in organizations, and managers are often faced with

resistance during the change process. “The rate of change in the business world

is not going to slow down anytime soon. If anything, competition in most

industries will probably speed up over the next few decades” (Kotter,1996, p.

161). Individuals in leadership and management positions are usually charged

1

Donna Spriggs Missouri

DEPM 604

February 12, 2012

Management Theorist-Kurt Lewin

with leading change. Change theories can help leaders solidify changes. Kurt

Lewin’s change theory has been a fixture for in the field of change management.

While there are other theories, including complex ones, Lewin’s theory is often

one of reference in managers and leaders.

Mondy & Premeaux (1995) identified a change sequence in his theory. It

includes the three-stage model, as well as recognizing the need for change and

identifying the change method (p. 489). When implementing this sequence, it is

very important to recognize if change is necessary. It is important to have

stability in the workplace. Making change for no apparent reason can be harmful

to productivity and morale. However, when change is necessary change agents

should have a plan of action. “Using this theory, an organization’s leaders

would first demonstrate the need to change and explain why maintaining the

status quo would be detrimental” (Stichler, 2011, p.9). The method of change

can be implemented using different techniques. They include survey feedback,

sensitivity training, management by objectives, the Grid approach, and team

building ( Mondy & Premeaux, 1995, p. 490).

One of the most important element that has lead to a better understanding

of organizational change is “unfreezing the status quo”, preparing others for

the rs must not be deterred by resistance to change. It must not

be allowed to interfere with the change process. How does a manager unfreeze

2