I agree with you that “unfreeze- move- freezing” was one of Kurt Lewin’s most well-known models currently used for organizational behavior. The theory defines change in three phases that are important and intertwined. Unfreezing is the first and the preparatory stage for change (Dwivedi et al., 2020). In the first stage, obstacles and other factors that will influence change in later stages are examined. At the same phase, the urgency and the importance of change is communicated to different stakeholders involved in the change implementation and management. Moving is the second stage where change occurs. Movement in this stage is equated to the transition from normal to a new destination. The freezing is the solidification of the outcome to be sustainable in an organization. Change presents new environment that is expected to be the normal (Amankwah-Amoah et al., 2021). Therefore, stakeholders are compelled to accept the reality and maintain new conditions. Conducting regular follow-up enables the solidification of change. Leadership plays a crucial role in implementing and managing change.
Amankwah-Amoah, J., Khan, Z., & Wood, G. (2021). COVID-19 and business failures: The paradoxes of experience, scale, and scope for theory and practice. European Management Journal, 39(2), 179-184. https://doi.org/10.1016/j.emj.2020.09.002
Dwivedi, Y. K., Hughes, D. L., Coombs, C., Constantiou, I., Duan, Y., Edwards, J. S., … & Upadhyay, N. (2020). Impact of COVID-19 pandemic on information management research and practice: Transforming education, work and life. International journal of information management, 55, 102211. https://doi.org/10.1016/j.ijinfomgt.2020.102211
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