Week2-Lewin’s Change Management Model

Lewin’s  Change Management  Model

On the premise of understanding the change management model of Lewin, I have initiated the following thinking:

In today's international market economy, enterprises have to face the vagaries of the market.

Facing the fierce market competition and the pressure of internal and external environment, enterprises, whether extended or conservative, need to face various factors including consumers, customers, suppliers, technology, investors and government. Any change in the internal and external environment may be transformed into the requirements for enterprise change, and the change provides the energy for enterprises to cross different stages of development. Whether we can manage these changes is the key to the success or failure of enterprises in competition. Reform has become the normal enterprise, the survival and development of enterprises means change. Old enterprises need to change to get new students, new enterprises need to stand out from change. Today's organizations are operating in a rapidly changing environment, and the ability to adapt to environmental change has become a fundamental condition for success and survival in the cause. Can the enterprise itself take corresponding change actions according to this change?

The past experience and article show that the change has gone through three stages: Unfreeze, Change and Refreeze.

1.The first stage mainly aims at the original work mode, carries on the certain ideological work to the staff.

2.In the second stage, the change enters into the concrete stage of the project implementation. At this stage, employees begin to abandon their original work mode through learning and training, and begin to try new ways of work and organizational structure with considerable doubts and distrust.

3.Finally, when the enterprise overcomes the first and second stages of the problem, the change is approaching success. At this stage the staff began to accept and continue to be familiar with the new system, with the increase of staff proficiency in the new system, the advantages and strengths have been revealed, with the system of employee service time has mastered the new system. At this point, the new system has become the old system, and every employee regards it as an inevitable component of the work, and the change has been declared successful.

Reference：

Mindtools（2017）：retrieved from website ：https://www.mindtools.com/pages/article/newPPM_94.htm