KURT LEWIN

TIFENIE HARRIS,
AUNDREA ROBINSON-BURRIS,
KELLY MCELWAIN
 Who is Kurt Lewin
• Jewish psychologist born in Germany (Miner,
2006).
• Earned Doctorates degree in Psychology from
The University of Berlin in 1914 (Miner, 2006).
• Moved to US in 1933 prior to Hitler movement
after impressive visit with Lewis Terman
(founder of Stanford-Binet tests) at Stanford
University (Miner, 2006).
• Study of groups and action research after his
move to the United States led to his
development of Change Theory; his major
contribution to nursing (Miner, 2006).
Path to Change Theory

Lewin studied
Studied leadership Research on group
Lewin theorized and leadership decisions and group dynamics and
that “behavior is field theory which
climates which led democratic
led to the
a functional
interaction of
to the development
of the field of
processes led to the
development of
development of Change
Action Research and
person and Organizational
Behavior and
theories focusing on
the motivation of
eventually change Theory
environment” theory (Suc,
(Miner, 2006). Change Theory change (Miner,
Prokosch &
(Miner, 2006). 2006).
Ganslandt, 2009).
Lewin’s Change Theory
UNFREEZE

CHANGE

REFREEZE
 UNFREEZING
• Finding a method of making it possible for
people to let go of an old pattern that was
counterproductive.
• The stage where the desire to change occurs.
• The more transparent and inclusive the
process is, the more readily people move
through this stage.
Kaminski,J. (2011)
 CHANGE
• Change in thoughts, feelings, behavior, or all
three that is more productive in some way.
• New structures and processes are put in place
to achieve the desired improvements
• This is the most time-consuming, costly, yet
productive stage.

Kaminski, J. (2011)
 REFREEZING
• Establishing the change as a new habit or process.
• Rewards, support, and champion leadership is
important through this stage.
• The changes are “frozen” in place to ensure that
they become part of normal working procedures.
• Establish supportive mechanisms such as policies,
rewards, ongoing support, and a solid orientation
for new employees.
Kaminski, J. (2011)
 KURT LEWIN THEORY
HOW THE CHANGE
THEORY MOTIVATES
NURSING
• The theory involves an action
of planning and fact gathering
before proceeding on to the UNFREEZING CHANGE
next phase of action. INITIATION ADAPTATION
• It ensures that all participants
are comprehending what is
expected of them correctly.
• Keeps a strong focal point in
REFREEZING
the area of communication.
DRIVING ACCEPTANCE RESTRAINING
• A great article that regarding FORCES USE FORCES
how the theory motivated INCORPORATION
nursing is:
http://en.articlesgratuits.com/
article.php/id_article=374

Keith, M. (2006)
EQUILIBRIUM

Kaminski, J. (2011)
Action Research and the Successful application of Change
Theory to Nursing
(Suc, Prokosch and Ganslandt, 2009)

This is very similar to the five step Successful application of Change Theory
nursing process: requires the use of Action Research after a
problem is identified(Suc, Prokosch and
• Assessment Ganslandt, 2009) :
• Analysis
• Planning • Reflection about what you know
• Planning a strategy for change
• Implementation
• Acting based upon the planned strategy
• Evaluation • Observation of the group and the
(Chitty and Black, 2011) environment after the action has taken place
Assessment Analysis

Evaluation planning

Implementation
/http://effective.leadershipdevelopment.edu.au/lewins-4-stage-model/active-
learning
 Is Change Theory unique to
Nursing ?
• Change Theory can be
applied to any field of
practice where
implementation of change
is needed.
Change theory and the Four Global Concepts
• Human being- There is always a force of resistance to change. “The human
factor must be taken into account to achieve acceptance and commitment of
all participants” (Suc, Prokosch & Ganslandt, 2009).
• Environment- The environment can be manipulated to encourage human
beings to move towards a change goal. The environment must be evaluated
for appropriate change interventions (Suc, Prokosch & Ganslandt, 2009).
• Health- Unhealthy behaviors and unhealthy environments can be changed if
this theory is applied correctly (Suc, Prokosch & Ganslandt, 2009).
• Nursing – When working with large groups to implement change, this model
is ideal when used in conjunction with action research. It has proven useful
to nurse managers in the implementation of change and “applicable to
conflict situations in the nursing environment” (Suc, Prokosch & Ganslandt,
2009).
 What Practice Settings Have Used Change
Theory
• Information Technology- changing to a new data
collection system
- Management- changing processes to improve
efficiency and patient care

- Conflict Resolution- changing attitudes and behaviors

- Group Processes – Replacing older, familiar

products with new products and technology
(Suc, Prokosch & Ganslandt, 2009).
 Strategies for Unfreezing
• Workshops
• Informational bulletins
• Active participation in the formulation of plan.
• Continuous feedback from participants in all
phases of change.
• Accountability without fear of punishment for
results.
(Suc, Prokosch & Ganslandt, 2009).
 Conclusion
• Kurt Lewin’s Change Theory has been an effective tool
in organizational behavior modification.
• Change Theory has been instrumental in implementing
change in many difficult groups.
• Reflect on the needed change and what you already
know about it. Collect data about the population, their
attitudes and concerns.
• Plan a course of implementation and Act upon it.
• Observe the results of implementation and modify the
plan based on your results as needed.