Kurt Lewin
Change; Life Space; Motivation; Conflict
Background of Kurt Lewin
In his "Field Theory" he focuses on change, life space, motivation, and conflict. When this is over you will be a changed person that has a great life space with new super powers to avoid conflict because you were motivated by this flyer.
Change
Change can come in many different forms; personal life; work life; social life you name it. The most important aspect of change is knowing how too.
When it comes to the understanding organizational change Kurt Lewin back created a great model in the the 1950s, and still holds true today. His model is known as Unfreeze – Change – Refreeze, refers to the three-stage process of change he describes. Lewin, a physicist as well as social scientist, explained organizational change using the analogy of changing the shape of a block of ice.
Unfreeze
Understanding Lewin's Model
If you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze).
Determine what needs to change
This first stage of change involves preparing the organization to accept that change is necessary.
1. Understand why change needs to take place
2. Establish a strong support from upper management.
Create the need for change
Key to this is developing a compelling message showing why the existing way of doing things cannot continue.
1. Share specific messages that support change
2. Have a vision that supports the need for change as evidence
3. Stress the importance of why the change needs to occur
4. To prepare the organization successfully, you need to start at its core and challenge beliefs, values, attitudes, and behaviors that currently define change.
Manage and understand the doubts and concerns
Always remain open to employee concerns and address in terms of the need to change.
Change
Then you must mold the iced water into the shape you want (change).
Once people have resolved their uncertainty that was created in the unfreeze stage, the change stage is where people begin to resolve their uncertainty and look for new ways to do things. People start to believe and act in ways that support the new direction.
Communicate often.
1. Do so throughout the planning and implementation of the changes.
2. Describe the benefits.
3. Explain exactly the how the changes will impact everyone.
4. Prepare everyone for what is coming
Dispel rumors
1. Answer questions openly and honestly.
2. Deal with problems immediately.
3. Relate the need for change back to operational necessities.
Empower action
1. Provide lots of opportunity for employee involvement.
2. Have line managers provide day-to-day direction.
Get everyone involved in the process.
1. Generate short-term wins to reinforce the change.
Freeze
Even though you never think the day will come guess what it will. When changes are taking shape and people have embraced the new ways of working, the organization is ready to refreeze.
Anchor the changes into the culture.
1. Identity what supports the change.
2. Identify barriers to sustaining change.
Develop ways to sustain the change.
1. Establish leadership support.
2. Have a reward system.
3. Establish feedback systems.
4. Adapt the organizational structure as necessary.
Provide support and training.
1. Keep everyone informed and supported.
Time to Celebrate success
Life Space
- Awareness of internal events (hunger;pain)
- External events (restrooms; other people)
Influence (Thats my granddaughter)
Imaginary Events
If we believe that we are incapable of doing something then we will not even try to do it.
Motivation
Motivation Motivation Motivation
Quasi Needs
- Wanting a Car
- Wanting to go to the mall
- Wanting to go to Graduate School
Tension
Conflict
Approach-approach conflict
When a person wants two goals at the same time, but has to choose like; when you have your mind set on a graduate program and then you are accepted but you get accepted by two graduate programs. This is everyone's story
Avoidance-avoidance conflict
When somebody is repelled by two not so attractive goals at the same time like; when you have to get a job or you won't be able to keep the lights on in the house.
Approach-avoidance conflict
This is when you only have one dang goal but you have mixed feelings about it. So if you have GUCCI taste but a Ford Escort Budget you might want to get the regular belt from Kohls. This is a true story. My oldest son is in college and he decided he was going to get a $300 Gucci belt with his financial aide money but doesn't have a job, car and the list goes on.