Compare And Contrast The Difference Model And Lewin's Change Model

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Introduction
Most leaders in organizations make use of Kotter’s work when they want to implement change in their operations. The model operates within eight different tenets and helps organizations to change their operations speedily, with perfect results. The other important model in this category is by Lewin model, which has three different steps. The three tenets for Lewin, also provide organizations and leaders an effective way of approaching change. The two models and their comparisons are vital for study, hence the need for their evaluation in this review.
Lewin change model
Lewin Kurt came up with a model of change which makes use of three different steps, which include refreezing, changing and unfreezing. For him, the whole process of change encompasses the idea of introducing the perception of change in an organization, and this leads to the use of the new change as the required norm. The main reason of unfreezing is to help leaders in an organization to understand how their current operations are obstacles to their goals and objectives, and as this knowledge is considered urgent, leaders are able to accept new changes in their operations as required.
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In this era, change is usually seen as the driving force for successful organizations, hence the need to effect them when the need arises (Hesselbcin et al., 1996). Under Kotter’s change model, employees are able to conform to changes after they are convinced that they are in dire need of the new changes that are to be effected in their organization. The eight steps of this model include the establishment of a sense of urgency, and this helps motivate individuals as they prepare to embrace the new changes in their organization. After this phase is successful, managers are required to develop a coalition that will guide the members, and this is done by officials who are chosen by the organization to oversee the change

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