Structural Change in Reliance Through

Kurt-Lewin Model Of Change

Ashutosh Kumar Pandey- 22BSP0318
Anmol Goel- 22BSP0216
Sahiba- 22BSP1451
Sarthak Bisht- 22BSP1517
Ritik Garg- 22BSP1372
Kriti Chaurasia- 22BSP0811
 Model of the Theory

 Created in the 1940s by physicist and social psychologist Kurt Lewin

 Unfreeze, Change, Refreeze, or Kurt Lewin's Change Management Model is a

model for understanding and managing organizational change

 The aim is to understand why changes occur, implement the necessary changes,
and normalize them in the organization's day-to-day operations.
3 Stages of Lewin’s Change Management
Model
Stage 1: Unfreeze
Preparing for the desired Change

Stage 2: Change
Implementing the desired Change

Stage 3: Refreeze

Solidifying the desired Change

Motivation For Transforming Reliance

 Avoidance of conflict in future generation

 Ageing Leadership

 Competition from foreign companies

 Generational Change in India

Unfreezing The Reliance Empire

 Highly centralized decision-making

 Expectations of line managers as executors

 Subjective Personal Decision Making

 Mechanistic Forms of Management

Changing The Reliance Empire

 Devolved and expanded Leadership cadre

 Greater patience less control

 Reliance Management Systems (RMS)

 Behavioral Change of Leadership

 Refreezing The Reliance Empire

 Achieved the desired changes much faster than other organizations.

 Emerged as India’s most valuable company in 2017.

 Substantial increase in employee engagement, trust and confidence between 2014 at 68% to
2017 at 76%.

 Recognized as one of the best companies to work for in India

Faithful Adoption: An Interesting Phenomenon

 Faithful adoption is a very local phenomenon of the RIL

 Faithful adoption enabled rapid transformation

 Mr. Ambani leverages Faithful Adoption but never takes it for granted
Thank You