CHANGE MODEL:-KURT LEWIN’S CHANGE MODEL

                      CHANGE MODEL:-KURT LEWIN’S CHANGE MODEL
                                           Allinone Cyberteam Pvt.Ltd



 Kurt Lewin change theory model is based around a 3-step process

(Unfreeze-Change-Freeze) that provides a high-level approach to change. It gives a manager or other change agent a framework to implement a change effort, which is always very sensitive and must be made as seamless as possible.

The Kurt Lewin change theory or model can help a leader do the following three steps:

Make a radical change

Minimize the disruption of the structure’s operations

Make sure that the change is adopted permanently

Lewin change model – Unfreeze – “ready to change”

When a structure has been in place for a while, habits and routine have naturally settled in. The organization as a whole is going in the right direction, but – as shown on the illustration – people or processes may have strayed off course. For example, tasks that are not relevant or useful anymore are still being performed by force of habit, without anyone questioning their legitimacy. Similarly, people might have learned to do things one way, without considering other, more efficient methods. Unfreezing means getting people to gain perspective on their day-to-day activities, unlearn their bad habits, and open up to new ways of reaching their objectives. Basically, the current practices and processes have to be reassessed in order for the wheels of change to be set in motion.

Lewin change model – Change – “implementation”

Once team members have opened up their minds, change can start. The change process can be a very dynamic one and, if it is to be effective, it will probably take some time and involve a transition period. In order to gain efficiency, people will have to take on new tasks and responsibilities, which entails a learning curve that will at first slow the organization down. A change process has to be viewed as an investment, both in terms of time and the allocation of resources: after the new organization and processes have been rolled out, a certain chaos might ensue, but that is the price to pay in order to attain enhanced effectiveness within the structure.

Lewin change model – Freeze (sometimes called refreeze)- “making it stick”

Change will only reach its full effect if it’s made permanent. Once the organizational changes have been made and the structure has regained its effectiveness, every effort must be made to cement them and make sure the new organization becomes the standard. Further changes will be made down the line, but once the structure has found a way to improve the way it conducts its operations, “re-freezing” will give the people the opportunity to thrive in the new organization and take full advantage of the change. Many quote the model as saying the third step of this approach is to re-freeze, when in Lewins origional work it was “freeze”.






FROM ALLINONE CYBERTEAM (ORGANISATION) POINT OF VIEWS:-

UNFREEZING:- avoid giving theoretical training to the students and also to the employees those who are for product development in the company instead of it you give them the hand-on-practical training during their training phase in the organization.

CHANGE:- it is not a desired thing it should bed on the permanent basis.

Organization should implement this on the regular practice from their new batch.

REFREEZING:- change should be implemented for lifetime basis.

Allinone cyberteam should give training through their employees and students through LVT(live virtual training) and hands-on-practical training. This will help them to differentiate them from their competitors and students and employees will get to know the thing in practical form which will help them in their future.

EXAMPLE:- Training and product development company usually follows the class room training process they don’t give hand on practice training to their employees in the company so because of its employees problems in doing work as they don’t have the practical training so when the enter I to the organization it becomes difficult for them to meet the exception of the organization.

So allinone cyberteam should give practical training to the students so that it becomes helpful for them in future. Students will be working on the hand-on-practical things during their training phase.

LVT(live virtual training) programmed should also be given to the students so that students can learn while seating at their own place no need to visit the classroom on the daily basis.


Change model for Allinone Cyberteam Pvt. Ltd.