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As the above case the PR wants to improve their performance under the railway services, employees and their performance can be improve from their attendance. As we know by early attendance play very important role to improve any system.

In this situation where the lower level staff or employee resisting to adopting Biometric attendance. In this case one and only need is that make them awareness of changes, we should guide them the import ants of changes in the light of Kurt lewin’s change model

As  I am working in the Higher management, and our task to bring the required changes I would be apply the Kurt Lewin’s Change Model of three steps are as following: -




This model of changes is very simple and practical change is needed today system this emerged lower level people moving toward new changes. First, we should need to defrost the lower level staff to the changes. In the Unfreezing step, we should take them on awareness track because people are mentally resist about changes. Old behaviors, methods of thinking, processes, people and organizational structures should all be carefully consider to show lower level employees that why and how important a change is for the organization to build or maintain a competitive advantage in the market era. Communication is very important need in the unfreezing stage we should informed them what is unique qualities of the required change and how this type of changes give them benefits or what is logic behind the change. The idea which we know the change and feel it is necessary and urgent and motivated that we should accept the change. In the light of second Step that is Changing we know that now- a day people are the unfrozen we can move them to the new changes and strategies. Changing is also meaning of the moving. In this when people trying with new changes they have also unpredictability danger make them to do strike for stop all these so it is need to moving them with step by step with complete this step employees will be learning methods, behavior, methods of thinking. The reason is employee’s education, communication, support, and time make them prepared for the required change. The process of the planning and implement change must be carefully. All this process the employees must be remind the reason of the changes and profits for them from this changes. Third step need to required is refreezing that is also called strengthen, stable and stiffen that new condition after the change. The changes to organized method, aims, formation, offering or employees are accepted and refrozen as the new terms, position. Lewin’s thinking provide the info to the employees that they would not look at the back to old thoughts and method and do advanced to the execution of the changes. Trying must be built to ensure them change won’t lose. Affirmative reward and appreciation of unique trying are used to reinforce the new position because it the faith that positive attitude will be likely repeated. The important need for this step we should continuously need to change without the refreezing step there are high chance that employees will be look back to the old methods that they are doing things. Taking one step onward and two steps previous can be a usual theme. When the higher organization staff leave the refreezing step in the expectation of future change.

I made this by myself if any mistake here so sorry for it.

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