LEWIN’S CHANGE THEORY
•Kurt Zadek Lewin A German-American psychologist, known as one of the modern
pioneers of social, organizational, and applied psychology in the United States
Was born on September 9, 1890 – February 12, 1947
•Proposed that human behavior should be seen as part of a continuum, with individual
variations from the norm being a function of tensions between perceptions of the self
and of the environment.
•His most influential theory is the “Change Theory,” Lewin’s definition of behavior in
this model is “a dynamic balance of forces working in opposing directions.”
•CHANGE THEORY: Three Major Concepts
•Lewin provides a social-psychological view of the change process. He sees behavior as
a dynamic balance of forces working in opposing directions.
THREE MAJOR CONCEPTS:
• Driving forces:
• Restraining forces:
• Equilibrium:
CHANGE THEORY: Three Major Concepts
Driving forces:
Are those that push in a direction that causes change to occur.
They facilitate change because they push the patient in a desired direction.
They cause a shift in the equilibrium towards change.
Restraining forces:
Are those forces that counter the driving forces.
They hinder change because they push the patient in the opposite direction.
They cause a shift in the equilibrium that opposes change.
Equilibrium:
Is a state of being where driving forces equal restraining forces, and no change
occurs.
LEANDER III REV.
It can be raised or lowered by changes that occur between the driving and
restraining forces.
CHANGE THEORY: THREE STAGES
I, UNFREEZING
is the process which involves finding a method of making it possible for people to
let go of an old pattern that was somehow counterproductive. It is necessary to
overcome the strains of individual resistance and group conformity.
There are three methods that can lead to the achievement of unfreezing.
1. The first is to increase the driving forces that direct behavior away
from the existing situation or status quo.
2. Second, decrease the restraining forces that negatively affect the
movement from the existing equilibrium.
3. Thirdly, finding a combination of the first two methods.
• The existing equilibrium.
• Motivate persons by getting them ready for change and increase
willingness to change.
•Build trust and recognition for the need to change.
• Actively participate in identifying problems and generate
alternative solutions.
• Is the development through problem awareness of a need for
change
II, THE CHANGE STAGE
which is also called “moving to a new level” or “movement,” involves a process of
change in thoughts, feeling, behavior, or all three, that is in some way more liberating or
more productive.
•Working toward change by identifying the problem or the need for change, exploring
the alternatives, defining goals & objectivities planning how to accomplish the goal &
implementing the plan for change.
•Get persons to agree that the status quo is not beneficial to them.
•CHANGE THEORY: Three Stages
LEANDER III REV.
III. REFREEZING
Is establishing the change as the new habit, so that it now becomes the “standard
operating procedure.” Without this final stage, it can be easy for the patient to go back
to old habits.
Are the integration of the change into ones personality & the consequent stabilization
ofchange then reinforce the new patterns of behavior. (positive change)
New level of equilibrium.
Frequently personnel return to old behavior after change effort case. (negative change)
LEANDER III REV.
