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Model

Change is inevitable. All organizations change in small ways continuously. When dealing with big changes, organizational change management is important. There are several change management models being utilized and modified today. While they may have different approaches, depending on the situation they confront, their objective is always for the company to successfully implement the change process in a smooth and efficient way.

The LewinOs Change Management Model is still used today.

Conceptualized by psychologist Kurt Lewin in the 1950s, it emphasizes three stages of change: unfreezing, modification, then refreezing.

He explains that people do not usually accept change as a part of the work process, and would continually stay in their comfortzone.

In overcoming this status quo, the organization must motivate the people for change to occur.

Modification involves a transition from the current state to the desired state. This is the second stage in LewinOs Model. The transition may be a little uncomfortable for most employees, but with proper motivation and good leadership, the firm will still be able to implement the change. The modification period is very critical because it involves a lot of training, skills transfer, and the most sensitive of all, personnel re-alignments and even reduction.

The third stage, refreezing comes when the workforce has already embedded the change in their system---until another unfreezing happens.

While LewinOs Change Management Model may be an effective and simple way of implementing change, some criticize it for

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not properly processing the after-effects of the change on the employeesO morale (like the fear of having another change coming).

There really is no perfect approach for change. Integrating other change management models with LewinOs is better than just using one model alone. You may also want to study KotterOs Eight Step Change Model, BeerOs Model, McKineyOs 7-s Model, and ShawOs Model.

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