Organizations go through different levels of changes to better fulfill their organizational goals. Whether it’s short or long term, an organization main objective is getting employees on the right page to achieve the common goal, as well making sure to improve the behavior of the employee’s participation. However, to implement changes every employee must understand the changes that are being made and be willing to adjust through though changes, for the will of the organization future growth and success. Therefore to change the psychological behavior of the employees, Kurt Lawin has develop three stages of change implementation called unfreezing, moving, and refreezing. This research paper will examine all three levels of changes and how effective each change can improve employee’s morale and build future growth with the organization.
Lawins Three Stages of Change
Successful change enablers rely on a tremendous use of tools that work. The most powerful tool that an organization uses to implement organizational change that’s effective is Lawin’s simple three-step change model. The simple three-step change model includes unfreezing the first step to organizational change, according to Spector (2012) unfreezing is the first stage of Lawin’s change model and it is to change the perception of the employees, in which employees will become dissatisfied with the status quo. In addition unfreezing method could be accomplished by presenting information to an organizational group that is showing a large gap between the organizational is currently and where it can go in the future (Witherly, 2010).
LEWIN’S THREE STAGES OF CHANGES IMPLEMENTATION
The second step to organizational change is moving, it is the process to going forward in a different direction that consist of employee involvement and applying training to improve performance differently. In addition, an organization psychological perspective is getting employees to follow their future growth by persuading them with encouraging employees to support of new goals, which incorporate new programs in support of developing new culture behavior (Witherly, 2010). Therefore when an...