Manufacturing Change at GM: An appraisal of Kurt Lewin’s3-Step Model

Introduction Introducing changes to an organization is a very difficult task, especially at all levels of the organization. Various modification methods and models were developed. One of the most important of them is Kurt Lewin's three-step variation model. Organizations are constantly changing, regardless of whether people in the organization want to make a change. In some cases, changes may be planned or changes may not be planned (Kuriger, 2004). Because there are many agents that can resist the process of change it is not easy to achieve organizational change.

In 1951, Kurt Ruwin introduced his three-step change model. According to Kurt Ruwin, "behavior is the dynamic equilibrium of force in the opposite direction." The driving force has changed as it forces the employees to change. Resistance directs employees in the opposite direction. Lewin's three-stage model helps to balance between planned changes and resistance. It is a state. Extraction is necessary to overcome the resistance of individuals and groups. Thawing can be accomplished in three ways. First, increase the driving force to keep action away from the current situation. Secondly, reduce the binding force that adversely affects the current situation. Third, we will find a combination of the first two methods. Motivation can be an effective tool to prepare for change. Building trust and awareness is a necessity of change. Making organizations and organizations more intimate is another system that brings about change.

A social scientist called Kurt Lewin introduced a three-step variation model called Lewin's three-step variation model. Lewin thought about behavior as dynamic balance of forces acting in the opposite direction "(Kritsonis, 2005 pp. 1). Defrosted condition is considered a necessary condition to overcome resistance and team integration. The first step to resolving the current situation is to increase the driving force to guide actions from the present situation or current situation. This can be achieved by building trust and awareness among participants, encouraging participants to motivate, and encouraging them to actively participate in identifying problems and solutions.