The Kotter's Model

Change is one of the many concepts in life which is inevitable, this theory applies in not only in everyday life but in the world of business as well. I can recall optimist discussions during my adolescent years about how different things would be in the future. We knew in our hearts that by mid 2000s there would be flying cars and other types of futuristic gadgets that would change our lives. As I type this report I can’t help but to realize just how much has changed since my school days and the rate of change we experience every day. I joined the Army at its point of transition from paper files to computer. I remember an older Supervisor who was on the brink of retirement telling me to get savvy with computer programs because it was the new direction and would soon

There is a very distinct reasoning for both models: the Kurt Lewin model creates the perception that a change is needed, once the perception has been accepted then the process to apply the changes takes place. The steps of the Lewin model are as follows: Stage 1-Unfreezing during this step evidence is present to display why the change is required and how the current process is a hindrance. Step 2 is the implementation stage, now that the masses have warmed up to the newfound changes the application of the new process are meet with welcome. Stage 3 is known as freezing/refreezing; at this point the changes that have been made are reinforced in order to successfully obtain the new goals or intent. Unlike the Kotter’s change model Lewin’s model tends to be so goal focused that it lacks the human dimension which could result in resistance amongst employees. When an organization decides to use Kotter’s system the Management persuades employees to buy into the concept that there is an urgent need for the