The Kurt Lewin Theory of Change - Assignment Example

Change Theory Introduction According to Kurt Lewin, human beings are dynamic in nature, and thus their behavior will be influenced by individual characteristics as well as their immediate social surrounding. However, change is initiated by certain forces that induce that individual to try something new and different from the normal routine. This driving force will influence that person until a point where other limiting factors will set in thus restraining further changes from taking place (Burke, 2010).

This is the state of equilibrium that represents the change. Change does not occur instantaneously but goes through a series of steps before it becomes fully actualized. Some of those steps include; unfreezing, refreezing, and changing. Based on the nature of change that needs implementation, I believe it is an ideal theory, which can enable the changes to be effectively implemented. Thus, to ensure that the new technique of reporting is effectively implemented with positive results, I settled for a participative leadership style to steer the team to embrace the change in question efficiently.

The reason why this leadership style stood out from the rest in ensuring the said changes are implemented is because it involves the whole team thus denoting a democratic notion whereby each member feels his/her opinions are respected. This style requires all the team members to participate actively in decision-making by airing out their views before the final decision is communicated by the participative leader (Burke, 2010). Therefore, this will tend to boost the morale of the team members in ensuring the new changes are successfully fully implemented since they will be part of the decision-making body.

In addition, the participants will develop a sense of contentment since they will view the democratic nature of this leadership style as being ideal as each and every opinion that they propose will be considered hence forming a portion of the final decision that will be implemented. That notwithstanding the participative leadership style will ensure a positive response to changes by the team members as they will not reject those changes since they are part of the team that came up with the decisions thus it will be their obligation to embrace them since it is their own making.

Thus, having been said it is prudent to say that the changes will be positively implemented successfully since it will be a common initiative of the whole team rather than an individual’s making (Burke, 2010). The Kurt Lewin theory of change is ideal for implementing this change as it provides room for those involved to first adjust to the changing environment through its first step, which involves a transition from the old techniques to the new methods. The next step is the actual change where the intended changes will be actualized and finally a refreezing step that will ensure the implemented changes are maintained for future applications.

The proposed changes will be implemented through a series of three steps namely unfreezing, refreezing and finally changing. Unfreezing involves invoking the mindsets of the team members to do away with the old practices where reporting was done in the waiting room. After this has taken place the next step will be the actual change that will ensure the proposed change is actualized by implementing bedside reporting. Finally, after the proposed change has been actualized the last step will be refreezing whereby this new technique of bedside reporting is embedded into the team members concerned to be part of the reporting policy and thus making it a routine for all future reporting that is to be made.

Therefore, this team-inclusive technique will ensure all members participate thus leading to the overall success of the proposed change (Burke, 2010). Thus, it is evident that the participative leadership approach will be the most appropriate approach to ensuring that the new change will be successfully implemented because it is an inclusive technique that considers all the opinions of the concerned parties.