Vineet Nayar extensively followed the change models proposed by Lewin and Kotter.
Kurt Lewin developed a three stage model of planned change that discusses how to initiate, manage, and stabilize the change process. The three relevant stages are known as unfreezing in which you create a motivation to change, changing, by implementing your new strategies and structure in place, and refreezing in which you support and maintain your change (Kreitner & Kinicki, 2013).
For example in the case study, Vineet implemented the 3 stages of Lewin change model in how he wanted to see change take place and he exhausted several avenues to come up with new innovative ways to be productive and competitive, allow his employees to add more value, …show more content…
According to Kreitner & Kinicki (2013, p. 563) states that “I had told everyone that we would set up a strategy collaboratively - and I meant it.” Moreover, there was significant amounts of resistance to Vineet Nayar suggested strategy and methods to help transform the manner in which they operated. Many were hesitant and fearful of the strategy of change. In the case study, this is proven in how “Some managers feared that by taking on the major global player, we would forsake the position we had built over the past decade and would lose everything” (Kreitner & Kinicki, 2013, p. 563). They didn 't want to comply with the new structure or plan. “Fear of the unknown and a perceived loss of control can trigger a visceral response that makes change difficult to handle” (Tips for Making Successful, 2006, p. …show more content…
The eight steps are as follows: (1) establish a sense of urgency, (2) create the guiding coalition, (3) develop a vision and strategy, (4) communicate the change vision, (5) empower broad-based action, (6) generate short-term wins, (7) consolidate gains and produce more change, and (8) anchor new approaches in the culture (Kreitner & Kinicki, 2013, p.
Kurt Lewin developed a three stage model of planned change that discusses how to initiate, manage, and stabilize the change process. The three relevant stages are known as unfreezing in which you create a motivation to change, changing, by implementing your new strategies and structure in place, and refreezing in which you support and maintain your change (Kreitner & Kinicki, 2013).
For example in the case study, Vineet implemented the 3 stages of Lewin change model in how he wanted to see change take place and he exhausted several avenues to come up with new innovative ways to be productive and competitive, allow his employees to add more value, …show more content…
According to Kreitner & Kinicki (2013, p. 563) states that “I had told everyone that we would set up a strategy collaboratively - and I meant it.” Moreover, there was significant amounts of resistance to Vineet Nayar suggested strategy and methods to help transform the manner in which they operated. Many were hesitant and fearful of the strategy of change. In the case study, this is proven in how “Some managers feared that by taking on the major global player, we would forsake the position we had built over the past decade and would lose everything” (Kreitner & Kinicki, 2013, p. 563). They didn 't want to comply with the new structure or plan. “Fear of the unknown and a perceived loss of control can trigger a visceral response that makes change difficult to handle” (Tips for Making Successful, 2006, p. …show more content…
The eight steps are as follows: (1) establish a sense of urgency, (2) create the guiding coalition, (3) develop a vision and strategy, (4) communicate the change vision, (5) empower broad-based action, (6) generate short-term wins, (7) consolidate gains and produce more change, and (8) anchor new approaches in the culture (Kreitner & Kinicki, 2013, p.