Comparison between Kotter’s and Lewin’s model change.

Running Head: Comparison between Kotter’s and Lewin’s model change
COMPARISON BETWEEN KOTTER'S AND LEWIN'S MODEL CHANGE
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Comparison between Kotter’s and Lewin’s model change
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Introduction
As we know, change is a continuous process of life; it is detected throughout the life
process may it be an organizational change or a personal change. In an organization, change
management is all about various change models which are applied to organization successfully
and effectively, which aims to cope up with changes and transitions. Change management
continues to process; it requires a lot of effort, time, dedication and expertise to implement
change and run an organization successfully (PAPETTI & SARANDREA, 2019). Before
endorsing any popular and effective change management, the organization must find out why the
changes are required and how the change will enhance benefit to the organization. The purpose
of the paper is to compare and contrast the Kotter's and Lewin's change model. Kurt Lewin
change model and John Kotter's eight-step process are the most well-known change management
theories.
Discussion
In Lewin's change model, 3 steps are involved: unfreezing, changing and refreezing. In
first stage, the organization explains the requirement of future change that why old change is
replaced with new change (Jing & Van, 2018). Communication is essential in this unfreezing
stage. In the second stage the organization accepts the changed plan and transform the way of
doing things. In this the active participation of superiors and subordinates is prior in the change
process. The final stage change is monitored and adjusted as per the change. Likewise, the Lewin
change model; the Kotter model also has eight steps; in this, the workforce convinces superior
the urgent Need for the occurrence of the change. It includes: establishing the sense of urgency;
it emphasizes that when a person feels the necessity of change then-manager strives to create the

Comparison between Kotter’s and Lewin’s model change
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guiding alliance by recruiting and selecting the team who are capable of implementing change
(Dawson, 2019). Then, the manager should communicate the vision of change and its benefits
and effects on an individual. The superior must strive to create a broad action plan to remove
obstacles of change. Throughout the process of change management planning and emphasizing
short term wins are required to maintain the zeal and keep ongoing change initiative. It is
essential to sustain the acceleration and keep focusing on the future success of the change
(Dijesh & Marry, 2017). In final stage organization must anchor changes to achieve the
transformational change within an organization. The aim of involving change process is to
enhance the effectiveness and efficiency of general motors. When a change is implemented in an
organization, the best one must manage change. To sustain in this dynamic world change is
necessary for every organization. The comparison of Kotter's model and Lewin's change model
includes:
Awareness of the Need for change: Lewin's force field analysis of change to diagnose
the environment through various interventions. Acknowledging the Need to change, give rise to
change itself. Whereas, in Kotter change model is all about enhancing the urgency for change
that is there cannot be any change urgency without acknowledging the requirement (Grant,
2016).
Communication: In Lewin's model, it is essential for an organization; it is necessary
why change process is implemented. Communication enhances the willing to accept new change
replacing the old one (Mendy, 2019). Whereas, in Kotter's model communication plays a vital
role in the change process as it enhanced as a partial responsibility of change. Change can be
enforced on a large scale when massive people have a common interest in change.