Difference between revisions of "Lewin/Schein's Change Theory"
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| − | Kurt Lewin theorized a three-stage model of change that has come to be known as the unfreezing-change-refreeze model that requires prior learning to be rejected and replaced. The significance of this theory was the positioning of individual and organizational change within thecontext of psychological processes that requires prior learning to be rejected and replaced with anew foundation. Edgar Schein provided further detail for a more comprehensive model of change calling this approach “cognitive redefinition.” He stated “If you have been trained to think in a certain way and are a member of a group that thinks the same way, how can you imagine changing to a new way of thinking?”<ref>Defining Lewin/Schein's Change Theory [https://www.academia.edu/12550734/Lewin_Schein_Change_-_Stage_1_-_becoming_motivated_to_change_unfreezing_ Ross A Wirth]</ref> | + | Kurt Lewin theorized a three-stage [[model]] of change that has come to be known as the unfreezing-change-refreeze model that requires prior learning to be rejected and replaced. The significance of this theory was the [[positioning]] of individual and organizational change within thecontext of psychological processes that requires prior learning to be rejected and replaced with anew foundation. Edgar Schein provided further detail for a more comprehensive model of change calling this approach “cognitive redefinition.” He stated “If you have been trained to think in a certain way and are a member of a group that thinks the same way, how can you imagine changing to a new way of thinking?”<ref>Defining Lewin/Schein's Change Theory [https://www.academia.edu/12550734/Lewin_Schein_Change_-_Stage_1_-_becoming_motivated_to_change_unfreezing_ Ross A Wirth]</ref> |
Latest revision as of 16:51, 6 February 2021
Kurt Lewin theorized a three-stage model of change that has come to be known as the unfreezing-change-refreeze model that requires prior learning to be rejected and replaced. The significance of this theory was the positioning of individual and organizational change within thecontext of psychological processes that requires prior learning to be rejected and replaced with anew foundation. Edgar Schein provided further detail for a more comprehensive model of change calling this approach “cognitive redefinition.” He stated “If you have been trained to think in a certain way and are a member of a group that thinks the same way, how can you imagine changing to a new way of thinking?”[1]
- ↑ Defining Lewin/Schein's Change Theory Ross A Wirth