Review Kurt Lewin’s field theory and process-driven change. Using an example of

Review Kurt Lewin’s field theory and process-driven change. Using an example of a specific organization, discuss the relationship between a learning organization culture and leadership for complex change.
Kurt Lewin, a change theorist, presented three phases of change theory: unfreezing, moving, and refreezing. Lewin’s model acknowledges that group norming needs to be addressed prior to individual behavior based on the idea that a clear group standard produces a force field of influence over individual behaviors. Some feel that Lewin’s linear approach underestimates the complexity of group dynamics, but even critics realize the theory’s irrefutable claim that a leader must create disequilibrium in order to motivate behavioral change. How might Lewin’s theory inform future theories? Spector (2013) provides the sequential model and ten perspectives that inform change implementation within organizational development (OD) such as: 1. Organizations are open systems. 2. Organizations serve multiple stakeholders. 3. Organizations deal with conflict through problem solving, openness, and trust. 
Spector, B. (2013). Implementing organizational change: Theory into practice (3rd ed.). Upper Saddle River, NJ: Prentice Hall. 
200 word minimum

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