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How an organization could use Kurt Lewins Change Management Model to promote Corporate Social Responsibility with in its organization

...... Lewin theorized, based on his observations, that change was most effectively brought about in organization through a three-step process. The process he identified and outlined is often confused with the plan, implement, review mechanistic approach to implementing program or organizational change, but Lewins model for change management is far more rooted in psychology than in any purely mechanistic approach to business (Cameron & Green 2004). Lewin saw change and the organizational resistance to it as primarily a human difficulty, and his method for addressing this difficulty is equally humanistic
The first step in implementing meaningful and lasting change is unfreezing, which consists of making the individuals affected by the change able to see the reasons that the suggested change is needed, motivating them to the potential of the change (Griffin 2008). Only after the proper motivation has been reached can the change itself be implanted in a way that will prove lasting and truly transformational, allowing for and/or leading to fundamental behavioral shifts by the individuals and thus the organization involved. This is the second step in Lewins model, and it is followed by the third and final step of refreezingusing the very same human tendency that the unfreezing