The unfreezing part can be somewhat of a difficult task due to firing of long term employees that don’t seem to be capable of change or just the ones who don’t like the idea itself and seek to discontinue their service. There are those times when options can be implemented for both sides if the employee is willing to go through the transition process and the employer is patient enough to allow the changes to take place gradually. When it comes to the refreezing element, this to me, as i have seen it done before, is an approach that seems to benefit the employer tremendously. Having employees that are new to the job and without any prior understanding of how things were set up sometimes does benefits the employer. You can simply just explain the guidelines and from there not worry about any old habits creeping up from the old environment. The Lewin change model is still well and alive and it may at times be rough but it does help the employer when implementing change,
Lesson 2 Yeleiny (Respond with 200 words)
I agree with the critics that the Lewin’s change model is no longer relevant, particularly the refreezing phrase. Lewin’s change model is no longer appropriate because it is too simple for the contemporary work environment that experiences constant and rapid changes. According to Lewin’s change model, there are three stages to change: unfreeze, change, and refreeze. The unfreezing stage involves creating motivation to change, followed by change itself, and then refreezing, which consists of institutionalizing the new ways of working. Lewin’s change model, especially the refreeze stage, may not help today’s organizations that much. This is because the refreeze stage advocates for a gradual change in the new status, which implies a great deal of time. Our current era may not have that much time to effect change due to high speed and frequent changes. Modern ideology agrees that change should be flexible or a continuous process. Thus, Lewin’s refreezing stage fails to meet modern thinking concerning change as a continuous process. Lewin’s change model also does not factor in leadership as an essential element in change. The model does not discuss the contribution of leadership in change management. In the current era, leadership is a vital element in change, and without effective leadership, the change process is bound to fail. In the refreezing stage of Lewin’s change model, the implementation of change involves changing the current state of the organization into the desired state, which does not occur quickly but simultaneously. This is not relevant in today’s complex business environment that needs flexibility and adaptability.