Topic > Kurt Lewin's Phase of Change - 700

Move or Act - Phase Two. Change: after the unfreezing phase, the change phase follows. Kurt Lewin was aware that change is not an event but rather a process, which he called transition. It is the internal movement or journey we take in reaction to a change. This second phase occurs when we make the necessary changes. The transition from thawing to change does not happen overnight. This stage is often the most difficult as people are unsure or even scared. Time and communication are the two keys to success for changes to happen. When managing change, this can take a lot of time, effort and hands-on management is usually the best approach. (mindtools.com, 1996). Making the change permanent – ​​Third phase. Freeze or refreeze. Lewin now refers to this phase as the refreezing. At this stage, changes are happening. As the name suggests, it is about establishing stability once changes have been made, the changes are accepted and become the new norm. people form new relationships and become comfortable with their routines. Although change is a constant in many organizations, the refreezing phase is very important. As part of the refreeze process, organizations should celebrate the success of the change. It also helps workers find closure, thank them for enduring a painful moment, and help them believe that future change will be successful. (mindtools.com, 1996). Bullock and Batten (1985) Planned change. It is also another change management tool. Exploration, planning, action and integrations or evaluate 3.2 How changes in health and social care are planned. The characteristics of good planning are; clarity on the present position and the desired future position (Beckhard and Harris). Plan the transition between these two p...... half of the document ...... the body has a say in the change. Management style: it is necessary to adopt the change process, a participatory management style. Laissez-faire leadership, also known as delegated leadership. Where leaders are, do not intervene and allow group members to make decisions. This also leads to lower productivity among group members because everyone is doing their own thing. An autocratic management style is one in which the manager makes decisions unilaterally and without regard to his subordinates. Democratic Management: They delegate authority, encourage participation and empower employees or team members who have high employability skills and are more productive as they are involved in change, where creativity is encouraged. Without these, decision making on change may be hindered and team members will not have the skills needed to provide high-quality input. (University of Aberdeen, 2016).