Managing Dynamic Environment for Lewin Model- myassignmenthelp

Question: Discuss about theManaging Dynamic Environment for Lewin Model. Answer: Introduction In this report the model of Kurt Lewins changes will be discussed. This model is a corner stone model that was created for a complete understanding of the organizational change that was first developed by Kurt Lewin in 1940. This model is still used today that is primarily responsible for the changes that is seen in any organisation. The basic concept of the theory of Kurt Lewin is to make a dynamic balance between the forces that is working opposite o the directions. The Al Faisaliah group of organization is based on a conglomerate establishment that was done in 1970. Lewins model The model of Kurt Lewin was developed on the changes that includes the three steps namely the unfreezing, refreezing and changing (Endrejat, Baumgarten Kauffeld, 2017). The process of this change entails on creating the perceptions that is required for a change that mostly entails on the perception that needs to be created. Then there is a need to move towards the new and the desired level of the behavior that has to be done with the solidifying of this new behavior on the basis of the norms. The most influential theory is based on the changing process of the organisations in Saudi Arabia. The major driving forces of this organisation is that it encourages the change to occur along with the facility of the major driving forces to change this because they have a tendency to push the people in a desired direction (Kotsou Leys, 2017). The Al Faisaliah Group of organization is a major shift to the equilibrium that has the tendency towards the change. The restraining forces is based on the counter driving forces. The restraining forces also hinder those changes that is taken up by the organisation so that it can easily push the person in an opposite direction. These restraining forces is often a cause for the shift of the equilibrium which opposes the changes. The equilibrium is also a major force that is primarily based on the state of changes in a way that acts as the driving force. The restraining equilibrium is raised or can be lowered by ones choice in making the changes lie between the restraining and the driving forces. It is quite evident that the restraining and the driving forces are always considered as a planned change. The three different stages that is a part of the theory and is applied by its vital stages (Burnes Bargal, 2017). The unfreezing process of the Al Faisaliah Group is based on the process that revolves around the involvement of the funding method that has to make it possible so that the people might let go the old patterns that are counterproductive in some way or the other (Burnes, 2017). The organisation follows a typical unfreezing way that is necessary in order to overcome the strains that the organisation has made in a group or an organisational group of conformity. The point is that the unfreezing way can be easily achieved by the use of the three different methods under this unfreezing procedure in the Al Faisaliah Group organisation. Basically the group is a diversified enterprise that has been used to operate across the whole of the Middle East with its products that are highly engaging in the beverages and the foods along with the electronics and the supplementary for the media houses (Burke, 2017). The first point that needs to be considered is the increase in the driving forces that has made its behavior direct to the way the existing situations are made on the status quo. The very next step is to make those restraining forces that has been found in this organisation affects negatively on the movement of the existing equilibrium. There is also a requirement to combine the first two methods that has been listed above that will be very effective to the organisation and will be very beneficial in terms of the economic concerns (Tietenberg Le wis,2016). Conclusion From this above report, a clear analysis of the Kurt Lewins model and its three steps for the changes in the organisation has been explained. The analysis is being done on the Al Faisaliah Group. The three step of unfreeze, change and refreeze have been discussed in this report in relation to the Al Faisaliah Group. It can be concluded that, with the effective implementation of the Lewins model of change, the operational facility of Al Faisaliah Group will get enhanced and will help them to gain competitive advantage in the market. Moreover, it will also help in enhancing the internal environment of the organization. References Tietenberg, T. H., Lewis, L. (2016).Environmental and natural resource economics. Routledge. Burke, W. W. (2017).Organization change: Theory and practice. Sage Publications. Burnes, B. (2017). Kurt Lewin: 18901947: The Practical Theorist.The Palgrave Handbook of Organizational Change Thinkers, 1-15. Burnes, B., Bargal, D. (2017). Kurt Lewin: 70 Years on.Journal of Change Management,17(2), 91-100. Kotsou, I., Leys, C. (2017). Emotional plasticity: the impact of the development of emotional competence on well-being. Conditions, effects and change processes. Endrejat, P. C., Baumgarten, F., Kauffeld, S. (2017). When Theory Meets Practice: Combining Lewins Ideas about Change with Motivational Interviewing to Increase Energy-Saving Behaviours Within Organizations.Journal of Change Management,17(2), 101-120.