Who developed the 3 Steps of Organisations Change?

Who developed the 3 Steps of Organisations Change?

• A. A. Handy
• B. B. Lewin
• C. C. Kotter
• D. D. Hofstede

Answer: (B)

The 3 Steps of Organizational Change were developed by Kurt Lewin, a renowned psychologist known for his work in social psychology and organizational development. His model emphasizes a systematic approach to change management consisting of three key stages: unfreezing, changing, and refreezing. In the unfreezing stage, existing behaviors and mindsets are examined and challenged, creating a motivation for change. This phase is crucial as it prepares the organization to embrace new ways of working. The changing step involves the implementation of new processes, behaviors, or strategies that have been planned. This could include any various activities such as training, communication, and support systems to facilitate the transition. Finally, the refreezing stage is about solidifying the new changes in the culture and ensuring they become part of the organization's standard operating procedures. This integration helps prevent regression to old ways of doing things and promotes stability in the new environment. Kurt Lewin's model is significant in the field of organizational change as it provides a clear and straightforward framework for understanding the dynamic process of change, aiding practitioners in facilitating and managing change effectively.

The 3 Steps of Organizational Change were developed by Kurt Lewin, a renowned psychologist known for his work in social psychology and organizational development. His model emphasizes a systematic approach to change management consisting of three key stages: unfreezing, changing, and refreezing.

In the unfreezing stage, existing behaviors and mindsets are examined and challenged, creating a motivation for change. This phase is crucial as it prepares the organization to embrace new ways of working. The changing step involves the implementation of new processes, behaviors, or strategies that have been planned. This could include any various activities such as training, communication, and support systems to facilitate the transition. Finally, the refreezing stage is about solidifying the new changes in the culture and ensuring they become part of the organization's standard operating procedures. This integration helps prevent regression to old ways of doing things and promotes stability in the new environment.

Kurt Lewin's model is significant in the field of organizational change as it provides a clear and straightforward framework for understanding the dynamic process of change, aiding practitioners in facilitating and managing change effectively.