Page 47 - FREN-C2021 PROCEEDINGS

Figure1: Six tactics that agents can use to overcome resistance to change

Lewin’s 3 Stages Change Management Model
The first question that will arise is why organizational change need to apply? Or why changes must be
applying when our organization is at a top-level? Some think that change is not a necessity. This
question does not have a simple answer. However, there is no denying that leading change in an
organisation is a difficult task. Management must identify the need for change before embarking on a
change process. If change is going to have a positive impact on the organization and the sustainability
of the organization, then it shows that changes are needed by the organization. According to
Pramudyo (2017), the Lewins model (Figure 1) the organization must follow three steps for successful
change management, as below;

Table 1: Lewin’s 3 Stages Change Management Model
LEVEL STEP STRATEGIES
Unfreezing Preparing the willingness and readiness of -Take advantage of dissatisfaction with
all elements of the company to believe the current system
that change is needed -Build up effective relationships with
people which involved in change
-Minimizing any resistance
Change of Influencing the movement of change in an -Start making changes
Movement unbalanced system towards a new desired -Implementing a new management style
direction together. Stages of -Providing training in new patterns
implementing change, people start to try
new behaviours and create hope to
increase their effectiveness
Refreezing Refreezing the new change to make it -Provide the necessary resource/support
permanent, stabilizing a change -Create a new policy of recruiting
intervention by balancing driving and members to fit with the new
restraining forces organizational culture and work under the
new management system
Source: Pramudyo, (2017)

[42]