Making Business Decisions

Kurt Lewin's Model For Change Judgment in managerial decision Change is always a common thread that all businesses experience in spite of size, age, and industry. For a business or organization to start any successful change process, first there should be an understanding as to why such change has to take place. According to Kurt Lewin model, before change takes place motivation for change must be generated.

An individual should be assisted in re-examining numerous cherished assumptions about oneself as well as one's relations to others; and this is where change starts. Kurt Lewin's model for change put across three theory of change. The three stages are Unfreeze, Change, and Freeze (Refreeze). Unfreeze This is the first stage of change according to Lewin. It involves preparing the organization to accept that there is need for change, in which the status quo will be broken down before building up another new way of operating.

This can be done by developing a compelling message indicating the reasons behind abandoning the usual way of operation to make people understand the changes to take place. This stage sometimes seems difficult because it will involve challenging the usual beliefs, values, attitude, and behavious of the organization. One must examine and be prepared to change the foundations and put everyone and everything off balance since one might face rebellion from the employees.

This process will help an individual weighs the pros and cons which makes you decide if the pros outnumber the cons thereby knowing the correct action to take. Change This is where people begin to resolve their uncertainty and find out the new ways of doing things. The employees begin to believe as well as act in such a way that supports the new direction.

It is important to note that transition from unfreeze to change will not happen overnight; employees will always take time before they embrace the new direction and take part proactively in the change. This stage is always hardest because employees are not sure and full of fear. It is not an easy time as employees are still learning more about the changes which are happening, therefore they are suppose to be given time to understand and also work with them.

It is important to use role models as well as providing opportunity of developing own solutions. Regular communication of a clear picture of the desired change and the expected benefits is important in ensuring that there is no loosing of track. From this stage an individual learns to expect mistake as part of the process and continues giving them support which can be in form of training or coaching in order to improve their morale and enhance their understanding.

Freezing After employees have embraced the new ways of operation as changes continues to occur, the organization becomes ready for freezing. Some of the signs that show refreezing stage are consistence job descriptions, stable organization chart among others. Following this a new sense of stability, the entire employees.