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Lewin's Change Model Explained

Kurt Lewin's change model consists of three stages: Unfreezing, Change, and Refreezing, which guide organizations through the process of adopting new behaviors and processes. The Unfreezing stage involves convincing employees to let go of outdated practices, the Change stage focuses on implementing new structures and behaviors, and the Refreezing stage solidifies these changes as new norms. This model is particularly beneficial in nursing and healthcare settings, aiding in the transition to new technologies and practices while minimizing resistance and enhancing collaboration.

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Sumit Kar
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35 views2 pages

Lewin's Change Model Explained

Kurt Lewin's change model consists of three stages: Unfreezing, Change, and Refreezing, which guide organizations through the process of adopting new behaviors and processes. The Unfreezing stage involves convincing employees to let go of outdated practices, the Change stage focuses on implementing new structures and behaviors, and the Refreezing stage solidifies these changes as new norms. This model is particularly beneficial in nursing and healthcare settings, aiding in the transition to new technologies and practices while minimizing resistance and enhancing collaboration.

Uploaded by

Sumit Kar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Lewin’s theory

INTRODUCTION:- Kurt lewins change model states that restraining forces influences the behaviour of
organization and individuals.

The driving forces motivate and steer employs towards the new state.

The three stages of change in lewin’s model:-

Lewin’s three stage of change included:-

1. Unfreezing
2. Change
3. Refreezing

1)UNFREEZING:-

 In the unfreezing process,employees must be convinced to discard old processes or out


dated technology.
 Lewin described the unfreezing process as convincing an organization to discard old
process.
 Perhaps a change in technology would reduces employees frustration or higher profit might
result from altering and manufacturing process.
 Old behaviours ways of thinking , processes people and organizational structure must all be
carefully examined to show employees how necessary a change is for the organization to
create or maintain a competitive advantages in the market place.
 Communication is especially important during the unfreezing stage so that employees can
become informed about the imminent changes, the logic behind it and how it will benifites
each employees.
 The stage where the desire to change occurs.

2)CHANGE:-

 Lewin recognized that change is a process where the organization must transition for move
into this new state of being . This changing steps also referred to as “transitioning” or
“moving” is marked by the implementation of change.
 Change in thoughts , feelings , behaviours or all three that is more productive in some ways.
 New structures and processes are put in place to achieve the desire improvements .
 This is the most time consuming , costly,yet productive stage.
 During the changing stage people begin to learn the new behaviours , processes and ways
of thinking.
 The more prepared they are for the step ,the easier it is to complete.

3)REFREEZING :-

 Establishing the change as new habits or process .


 Reward supports and champion leadership is important through the stage.
 Lewin found the refreezing step to be especially important to ensure that the people don’t
revert back to their old ways of thinking.
 Positive rewards and acknowledgement of individualised efforts are often caused to
reinforce the new state because it is believed that positive reinforced behaviours will likely
be repeated.

HOW THE LEWIN’S FIELD HELP IN NURSING FIELD:-

 The use of Lewin’s change management theory can support nurses through the transition
and identify areas of strength and resistances prior to implementing change.
 This is similar to the five step of nursing process :-Assessment, Analysis, Planning,
Implementation and evaluation.
 It also used by health care institution to assist in change on the corporate level for
management and staff in order to work together to achieve an maintain change for the
[Link] help in development into laboratory learning.
 Implementing electronics medical records.
 Initiating bedsides report and implementing a new computer software program for
electronic documentation. Changing the behaviour and skills of a healthcare organization.
 Changing the processes , structure and system in an organization.
 Changing the culture of an organization.
 It minimize failure risk , make the transition smoother and enables organization to reap the
benefits of the new technology.

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