Analysis of Kurt Lewin's Theory

One of the main concepts of Lewin's change theory is the force field, which is the psychological power of people's living space or environment in a particular action period (Burnes & Cooke, 2012). Lewin said behavior is a function of group environment, place, or living space. It can be explained by the subconcept of the force field promoting or supporting the power to suppress or interfere with force or position (Shirey, 2013). Lewin defines the elements of past, present and future hope, desire, and emotional investment as psychological events that are thought to affect the living space of social activities.

Force field theory is a pioneering theory of change management, whose theory was developed by Kurt Lewin. Schein (2002) describes Kurt Lewin 's theory of how change affects two conflicting factors driving and combining interactions to maintain steady state. While the driving force maintains the change, the binding force resists the driving force and thus prevents the change. When these forces balance, the quasi-static equilibrium state is reached (Figure 3).

Kurt Lewin (1890-1947) gave one of the first and most popular change management theory. Lewin's model is fairly simple, but other change management theory is based on this model. The Lewin change model is divided into three stages of decompression, change, and freeze. The first step to change the three-step behavior is to freeze the existing situation called the equilibrium state. The situation of thawing is very important and may break the resistance to change. This can be done by increasing the driving force away from the present situation, or by reducing the binding force that adversely affects the balance movement, or by using both methods. (Stephen, 2003)

Kurt Lewin (founder of social psychology) proposed a three-step change theory. The original theory was first proposed in 1947, and since then, there have been many changes in the original work. Indeed, there are various variation models based on the Kurt Lewin model. According to Kurt Lewin, organizational changes are often called freeze, change, and freeze. The change needs to move from one equilibrium point to another equilibrium point. Decompression is the first phase of the Lewin transform model. In this phase, we will focus on the need for change. This is the starting point for the change process. This phase emphasizes the importance of change and helps to remove current comfort zones. It will not change unless we understand the urgency of change. It is more urgent than we think that the change is essential, and vice versa.