Guided Response: Answer any questions your instructor has about your initial post, and respond to at least two of your classmates’ postings by Day 7. Each of your responses to your classmates should be at least 100 words in length. Point out a difference between your conclusions and those of your classmate regarding the impact of culture on individual, team, and organizational performance. Respectfully debate this point with your classmate, offering support for your point of view, and offering a critique of your classmate’s point of view.


    The concept of change management is a very familiar one in most companies, however, the success of implementing any change model depends on the nature of business, the change, leaders, and the employees.  For my discussion, I chose Kurt Lewin’s Change Management Model.  I chose this model because even though it was created by social psychologist Kurt Lewin in the 1950s it still holds true today as it focuses on human behavior and psychology.  Kurt Levin’s model is known as Unfreeze – Change – Refreeze, and explains how to initiate, manage and stabilize planned change (Kinicki & Williams, 2018).
               The first step in Lewin’s Change Management Model is called Unfreeze, which means that the company should challenge the existing culture and work practices and prepare all employees for the upcoming change.  This is the part of the process that is most difficult and stressful to the employee and might induce strong reactions. However, this is very much needed as without it the leaders and managers would not be able to get the support for the change.  During this step, the leaders and manager need to explain why the change is inevitable and how the company will benefit.  Some of the ways to support this step are for managers to use the stakeholder analysis to identify and win the support of key employees who can help with framing and cascading the message on what and why the change must occur.  This is the stage where leaders and managers need to instill the motivation for change in employees and encourage them to let go of old ways (Kinicki & Williams, 2018).  The second step in Lewin’s Change Management Model is called Change, which means this is where the actual steps are taken to implement change.  This is the stage where employees will look for new ways to do things, start believing and supporting new directions, and uncertainty will dimmish.  Leaders and managers need to communicate timely, clear, and often during this stage as employees need to understand the change and transition.  Employees need to be given new information and new behaviors by leaders and managers (Kinicki & Williams, 2018).  The third step in Lewin’s Change Management Model is called Refreeze, which is about employees starting to embrace change.  This is when the new practices are introduced as a way of working, and this is where the resistance from employees will also take place. Galli (2022) noted that during this st

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