Final answer:
The correct order of steps in organizational change is unfreezing, changing, refreezing, according to Kurt Lewin's change model.
Step-by-step explanation:
The three-step process for organizational change, as outlined by Kurt Lewin's change model, involves unfreezing, changing, and refreezing.
**1. Unfreezing:**
In the unfreezing stage, the organization must break down existing mindsets and structures that resist change. This phase is akin to preparing the ground for planting new seeds. It involves creating awareness among individuals and teams about the need for change and establishing a sense of urgency. Unfreezing is crucial for overcoming resistance to change, both at an individual and collective level. It involves challenging existing beliefs, values, and behaviors, making employees receptive to the idea that change is necessary.
**2. Changing:**
The changing stage is the period when the actual transformation occurs. During this phase, new processes, structures, or systems are implemented, and employees begin to adopt new behaviors and practices. It's a time of learning, adaptation, and sometimes discomfort as individuals navigate the uncertainties associated with the changes. Effective communication, leadership, and support mechanisms are essential during this stage to guide employees through the transition. This step requires clear communication of the vision for change, adequate training, and a supportive environment.
**3. Refreezing:**
Refreezing is the process of solidifying the new behaviors and practices into the organizational culture. This involves reinforcing the changes through consistent communication, recognition, and integration into policies and procedures. Refreezing aims to establish the new status quo, making the changes part of the organization's DNA. It helps prevent a regression to old behaviors and ensures that the changes become ingrained in the organizational culture.
In summary, the unfreezing, changing, and refreezing model provides a structured approach to managing organizational change, emphasizing the importance of preparing for change, executing the change effectively, and then reinforcing and embedding the changes to make them lasting.