Implementing Change: Presentation on Lewin’s Three-Stage Change Model

This presentation provides an overview of Lewin's Change Management Theory, a three-stage model crucial for navigating organizational change. It begins with an introduction to the dynamic business environment and the resistance to change often encountered within organizations. The presentation delves into the three stages of Lewin's model: unfreezing, which involves preparing the organization for change; movement, where uncertainty is addressed, and new directions are embraced; and refreezing, where new ways of working are solidified. The conclusion emphasizes the necessity of change for organizations and references a case study highlighting challenges faced by nursing staff. The presentation references academic sources that support the application of Lewin's change management model.

Digital Presentation

Table of Content
 Introduction
 Lewin’s Change theory
 Unfreezing
 Movement
 Refreezing
 Conclusion
 References

Introduction
 Today's business environment is becoming very dynamic
nature and it causes many changes in the organisation.
Changes are not easily accepted by the organisation
members as people are resistant to change.

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 One important Change management theory that
will be discussed in this presentation is Lewin's
change management model.
 It is a simple model or framework which can
easily understand by managers in order to manage
the change.

Lewin’s Change theory
 Change is found to be an important and core concepts in organisation. Generally,
organisational members are not accepting change.
 It is found that Lewin's Change management model is a three-stage model which includes
unfreeze, change and refreeze.

Unfreezing
 The first stage is unfreezing which involves preparing an organisation for accepting
change as it is necessary for this success in development in the business environment.
 Unfreezing involves breaking down the existing status before building a new way of
operating

Movement
 The second stage is a movement which is created many uncertainties after the unfreezing
stage.
 This is stage is started when people begin to resolve their uncertainty. They are able to
believe that supports a new direction.

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 In this stage, it becomes very difficult for the organisation when it needs to accept the
change and actually implement the change.
 Leadership principles help individuals to accept and keep always optimistic and realistic.

Refreezing
 The last stage is refreezing which requires refreezing the situation again when the changes
are taking shape.
 It is the stage in which people have embraced the new ways of working and they are
ready to refreeze in the new working conditions.

Conclusion
 It can be concluded from the above discussion that changes are necessary and it is
compulsory for each and every organisation to accept the changes.
 But it is analysed from the report as it includes a case study and which all the staff
members of nursing are facing complex problems.

References
 Cone, C., & Unni, E. (2020). Achieving consensus using a modified Delphi Technique
embedded in Lewin's change management model designed to improve faculty satisfaction
in a pharmacy school. Research in Social and Administrative Pharmacy, 16(12), 1711-
1717.
 Galli, B. J. (2019). An engineering manager's guide for commonly used change
management approaches—from one practitioner's experience. IEEE Engineering
Management Review, 47(3), 118-126.