Lewin Change Management Developing Corporate Research Paper

Length: 8 pages Sources: 10 Subject: Business - Management Type: Research Paper Paper: #18483495 Related Topics: Corporate Social Responsibility, Resistance To Change, Crisis Management, Corporate Level Strategies
Excerpt from Research Paper :

Social responsibility also necessitates an awareness of social concerns and impacts; a deeper-developed part of every department/office's leadership must be devoted to the analysis and awareness of the social interactions and effects of the organization's actions and behaviors.

In the refreezing process, the goals and objectives behind the implemented changes, as well as the concrete and operational aspects of the changes themselves, must be repeatedly reinforced in order to remain effective (Felkins et al. 2001). Examinations of how current actions might have affected both the organization's position and society as a whole in past and/or ongoing scenarios of social concern could be one method of reinforcement, creating an engagement between the individuals of the organization and both the abstract and the concrete aspects of the changes they are a part of implementing. The clear expectations regarding the changes and the clarity of the results of these changes can both go a long way towards restoring the level of comfort most individuals evince -- whether or not they consciously express it -- and thus "refreezing" the organization into is new and changed actions, behaviors, and attitudes of more socially responsible practice (Blokdijk 2008). With this, the change management process is essentially completed, until the next round of needed changes is perceived and unfreezing is needed.

Throughout all phases of the change management process, careful control and ongoing observation and adjustment -- in other words, management -- is necessary to maintain the proper course of action to implement the desired changes. This becomes more difficult as the desired changes become more fundamental and complex, two terms that definitely apply to an organization's seeking to increase its level of social responsibility (Commissaris, Schoenmaker, Beune & Elkhout 2006). Ongoing dialogue with between direct managers and company executives in larger corporations would definitely be beneficial in this era.

It has been noted that Lewin's model of change management assumes a general capability and eventual willingness on the part of everyone involved in the change to go along with and carry out the desired changes, when in fact skills are not transferred as easily as changes are outlined and expressed,...


while this might be true in many organization- and change-specific instances, however, it should not present an insurmountable or even a significant barrier to the implementation of changes meant to enhance corporate responsibility. The changes required to enhance responsibility are generally more applicable to the methods by which business activities are carried out, and the care and awareness attended to various concerns during business activities, rather than an alteration in the activities themselves, and this will assist organizations in avoiding the pitfalls of the change management model noted in the literature (Carter 2008).


Creating greater corporate social responsibility with an organization is a laudable goal, and one that continues to be relevant in every era. Lewin's change management model is such an effective tool precisely because it accounts for the desire to establish consistent and lasting modes of behavior and conduct, but offers methods for changing these consistencies rather than simply replacing them. The three step process of unfreezing, changing, and refreezing will doubtless assist organizations match the changing demands of social responsibility for decades to come.


Blokdjick, G. (2008). Change Management 100 Success Secrets - the Complete Guide to Process, Tools. new York: Lulu.

Cameron, E. & Green, M. (2004). Making sense of change management. Sterling, VA: Kogan.

Carter, E. (2008). "Successful Change Requires More Than Change Management." The Journal for Quality and Participation 31(1), pp. 20-3.

Commissaris, D.; Schoenmaker, N.; Beune, E. & Elkhout, S. (2006). "Applying principles of change management in ergonomic projects: A case study." Human factors and ergonomics in manufacturing 16(2), pp. 195-223.

Felkins, P.; Chakiris, B. & Chakiris, K. (2001). Change Management: A Model for Effective Organizational Performance. New York: Productivity press.

Griffin, R. (20080. Management. New York: Cengage.

Lee, S.; Pena-Mora, F. & Park, M. (2005). "Quality and Change Management Model for Large Scale Concurrent Design and Construction Projects. Journal of construction engineering and management (2005) 131(8), pp. 890-902.

Nilakant, V. & Ramnarayan, S. (2006). Change management: altering mindsets in a global context. New York: Response.

Silvery, a. & Warrick, L. (2008). "Linking Quality Assurance to Performance Improvement to Produce a High Reliability Organization." International journal of radiation oncology, biology, physics 71(1),…

Sources Used in Documents:


Blokdjick, G. (2008). Change Management 100 Success Secrets - the Complete Guide to Process, Tools. new York: Lulu.

Cameron, E. & Green, M. (2004). Making sense of change management. Sterling, VA: Kogan.

Carter, E. (2008). "Successful Change Requires More Than Change Management." The Journal for Quality and Participation 31(1), pp. 20-3.

Commissaris, D.; Schoenmaker, N.; Beune, E. & Elkhout, S. (2006). "Applying principles of change management in ergonomic projects: A case study." Human factors and ergonomics in manufacturing 16(2), pp. 195-223.

Cite this Document:

"Lewin Change Management Developing Corporate" (2010, March 02) Retrieved September 21, 2021, from

"Lewin Change Management Developing Corporate" 02 March 2010. Web.21 September. 2021. <

"Lewin Change Management Developing Corporate", 02 March 2010, Accessed.21 September. 2021,

Purpose of Paperdue.com

The documents we provide are to be used as a sample, template, outline, guideline in helping you write your own paper, not to be used for academic credit. All users must abide by our "Student Honor Code" or you will be restricted access to our website.

Related Documents
Change Management in the NFL
Words: 8314 Length: 2 Pages Topic: Transportation Paper #: 85473156

Leadership and Organizational Change Potential in the NFL Organizational Problem or Opportunity Description of the Problem or Opportunity Purpose of the Investigation Management/Business Audience Summary of Section Highlights Problem or Opportunity Background • Current State of the Target Organization • Relevant Organizational Processes or Systems or Functions • Relevant Theory Risk Management Organizational Change Lewin's Change Management Model McKinsey 7-S Model Kotter's 8 Step Change Model Leadership Corporate Social Responsibility Investigative Steps Investigative Approach and Design Strategies • Investigative Approach • Theory Thread Strategies • Data Collection and Preparation Strategies Investigation Parameters or

Change Management Fabrication International Change Management at
Words: 6346 Length: 20 Pages Topic: Business - Management Paper #: 65316799

Change Management Fabrication International CHANGE Management AT FI (i) Critical Assessment of Investment-Appraisal Process The investment appraisal process at Fabrication International (FI) is divided into four distinct steps. This appraisal process reflects the values and concerns of top management that it seeks to realize during the decision making process. FI is marked by traditional expectations of doing business. It expects its long time customers to continue doing business with it irrespective of economic realities.

Change Management & Organizational Transformation
Words: 5634 Length: 20 Pages Topic: Business - Management Paper #: 30895132

(GAO, 2008) These criteria are stated to "inform many other elements of the positions, including roles and responsibilities, job qualifications, reporting relationships, and decision-making structure and processes." (Dejewski, 2007) Three types of COO/CMO positions were identified as follows: (1) the existing deputy position could carry out the integration and business transformation role. This type of COO/CMO might be appropriate in a relatively stable or small organization; (2) a senior-level executive who reports to

Change Management Questionnaire
Words: 580 Length: 2 Pages Topic: Careers Paper #: 62499494

Change Management Describe at least three internal and external drivers of change for the organization in this simulation. Internally, organizational changes are driven by three external pressures, as defined by Lewin's along the three-stage model of unfreezing, changing and refreezing employee behaviors. Motivating people during each of these change stages reinforces the acquired behaviors. Unfreezing involves the motivational factor of persuading people to replace the old behaviors and attitude with the preferred

Change Management in Healthcare Organizations
Words: 16366 Length: 42 Pages Topic: Healthcare Paper #: 93329389

1.3. Summary of argument, Hypothesis The role of leadership styles and their applicability to the success or failure of mergers, acquisitions and alliances is the focus of this research. Any leadership study, to be relevant, must also focus on the needs of those served by the organizations studies. That is why in the proposed Change Management Equilibrium Model have customer-driven processes at their center or core. The focus of the research

Leadership and Change Management
Words: 7618 Length: 23 Pages Topic: Business - Management Paper #: 31773784

Leadership and Change Management Consider a change that has been recently introduced in your organization. Using relevant change and leadership theories, critically analyze the benefits and problems that introduction of this change has brought. TO WHAT EXTENT HAS LEADERSHIP CONTRIBUTED TO THE RESULTS OF THIS PROCESS? RasgGas is a joint venture gas company between Qatar Petroleum, the State of Qatar's national oil and gas company (majority stakeholder), and ExxonMobil, an American Integrated