The Kurt Lewin of Change Management
International Journal of Computer and Information Technology (ISSN: 2279 – 0764)
Volume 02 – Issue 04, July 2013
Comparative Study: The Kurt Lewin of Change
Management
Bashar Hussein Sarayreh
Hassan Khudair
Amman Arab University
Amman Jordan
University of Wollongong
Dubai-UAE
Abstract— It can be to persuade that the prosperous of change management is crucial to any organization or firm in order to survive and succeed in the present highly competitive and continuously to draw out business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organizational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organizational change management as an important first step towards constructing a new framework for managing change.
Keywords Change Management, Kurt Lewin-3 stage model)
I. INTRODUCTION
Successful change implementation combines decisions that are centered on what are often called “hard” and “soft” areas. The so-called hard areas include project planning, implementing software, and installing new computer networks. The soft side– the people side - involves the decisions and actions designed to help employees embrace new methodology, technology and ways of working. The effects of hard-side decisions are easily observed, measured and adjusted. Because is calmer to measure assess the hard side, it is common for it to get more attention. Soft-side effects tend to be subtler and harder to observe – making them more difficult to measure and evaluate. [9]
The term Change is defined as The Information Technology
Infrastructure Library (ITIL) is the process of moving from one defined state to another. Change management is the process of planning, controlling, coordinating,
Volume 02 – Issue 04, July 2013
Comparative Study: The Kurt Lewin of Change
Management
Bashar Hussein Sarayreh
Hassan Khudair
Amman Arab University
Amman Jordan
University of Wollongong
Dubai-UAE
Abstract— It can be to persuade that the prosperous of change management is crucial to any organization or firm in order to survive and succeed in the present highly competitive and continuously to draw out business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organizational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organizational change management as an important first step towards constructing a new framework for managing change.
Keywords Change Management, Kurt Lewin-3 stage model)
I. INTRODUCTION
Successful change implementation combines decisions that are centered on what are often called “hard” and “soft” areas. The so-called hard areas include project planning, implementing software, and installing new computer networks. The soft side– the people side - involves the decisions and actions designed to help employees embrace new methodology, technology and ways of working. The effects of hard-side decisions are easily observed, measured and adjusted. Because is calmer to measure assess the hard side, it is common for it to get more attention. Soft-side effects tend to be subtler and harder to observe – making them more difficult to measure and evaluate. [9]
The term Change is defined as The Information Technology
Infrastructure Library (ITIL) is the process of moving from one defined state to another. Change management is the process of planning, controlling, coordinating,
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