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Running Head: IP UNIT 5
Individual Project Unit 5
Name
Date of Submission
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IP UNIT 5
Abstract
Changes in the organizations in the current competitive world
today are considered as necessary.
Change agents play critical roles in the organizations and they
are responsible for the effective
change in the companies. The Lewin’s Change Management

Model and Kotter’s Eight-Step
Model for Leading Change are both effective and useful models
of change. These could be
implemented for the successful change procedures in the
organizations.
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Introduction
In the modern and global world today, business organizations
are adopting the
developing trends of national and international markets in order
to remain competitive. Change
agents within the organizations are the ones who focus on
organizational transformation. Change
agents adopt several measures for the betterment of the
organization and work for its
effectiveness, development, and growth ("Change Agent
Definition | Human Resources (HR)

Dictionary", 2019). Similar to change agents change models are
adopted in the organizations but
the most useful ones include Lewin’s Change Management
Model and Kotter’s Eight-Step
Model for Leading Change. In this paper, both change models
will be discussed in detail with
their advantages and disadvantages.
John Kotter’s Eight-Step Model for Leading Change
While researching for change, John Kotter explains that change
agents have certain
qualities and attributes. It includes management and leadership
qualities. Management is
necessary when it comes to organizational operations that
should be run smoothly. But
leadership is a process that provides success to the
organizations when the leaders are able to
motivate employees, increase their productivity, and direct the
organizations in the best ways.
Kotter explains that leadership is a more important component
as compare to the management
when it involves the change process.
Kotter’s model is based on several steps and leaders have to
follow the eight steps

process in order to lead the organizations towards a positive
change. It involves establishing a
sense of urgency, forming a powerful guiding coalition, creating
visions and strategies,
communicating that vision, empowering others to act on that
particular vision, plan and create
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short-term successes, never let up, and institutionalizing new
approaches (Webster & Webster,
2019).
In the first step, every team member of the group has complete
information regarding the
required change in the organizational structure. In this step,
they get the information also provide
their suggestions and input if they have any regarding the
changes. Leaders are the ones who

provide proper explanation and information about the change to
the team members. Leaders
explain that the required change is necessary and will be added
to the organizational structure.
In the next step of creating a powerful guiding coalition, the
leaders ensure that all the
team members are skillful and have best abilities regarding the
change procedure
implementation. Also, the team members should acknowledge
the other team members abilities
and credibility. In the next step of vision and strategies, all
methods of strategies explained to the
team members and ensure that they could understand the
upcoming procedures.
In the next step, leaders explain their vision and how the
changes will add valuable
profits or other positive results.
In the next step, leaders empower the employees related to the
vision. In next step setting,
the short team goals include that leader should provide and
explain the goals to the employees.
The goals should be the ones that are achievable. Moreover, in
the next step, leaders should
motivate the employees throughout the task and never de-

motivate them. It could lead to issues.
In the last step, leaders plan for the results and add changes to
encourage the employees.
New approaches are added and change occurred successfully. In
the last process, the leaders help
the employees to deal effectively with the change so that they
will not have any issues regarding
it.
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Pros
In the pros of this change model, the major one is that it is an
easy and step by step
process that provides a clear explanation of each step. The
whole model is designed to prepare
the employees about the change and ways to motivate them
accepting the change effectively ("A

comparison between Lewin's and Kotter's models of change",
2014).
Cons
The major disadvantage of the change model includes the factor
that no step could be
skipped and every step should be followed by the change
agents. The whole process and its
implementation is a lengthy process and take a great deal of
time ("A comparison between
Lewin's and Kotter's models of change", 2014).
Lewin’s 3-Stage Model of Change
Lewin’s Change Management Model was developed by Kurt
Lewin. The model is based
on three stages including unfreezing, changing and refreezing.
It is simple and easy applicable
within the organizations. In the first stage of unfreezing,
communication is the most important
and critical component. In this stage, the employees got
information about the change and
leaders to develop their understanding of the requirement of
change. Leaders also discuss the
results f change and what are the potential benefits of the
change. It is crucial that the employees

should be aware of the required change and why it is occurring
within the organizational
structure. It will help them to positively add value to the
change. In the second stage of the
theory, change implementation occurs within the organization.
In this process, employees start
adjusting with the new change. It is the hardest stage and
required the constant attention of the
employees. In this stage, the employees got the opportunity to
manage the change and adopt new
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behaviors. The more are the employees get familiar with the
change and motivated to manage it
the more are the chances of success. In the last stage, refreezing
provide the employee's
relaxation because in this process they completely adopted the
change and normal activities of

the organization starts. Many times, in this stage the employees
receive an award on their best
and effective performances.
Pros
The pros of Lewin’s model include the factor that it is too
simple and easy to follow. Its
methods are simple and easily understandable. It provides an
easy explanation of the whole
change process. It is a plan and goal oriented model of change
("A comparison between Lewin's
and Kotter's models of change", 2014).
Cons
The model is a rational one and it looks good on paper. During
the implementation
process, several issues could arise. In the force field analysis,
team members are required to
completely involve in the process. But the ones who are not
happy, or have issues with the new
change and their issues were not solved by the leaders than their
involvement in the force field
analysis lead towards issues. The force field analysis also
creates issues when it is highlighted
that which employees are in the favor of change and which ones

are against it ("A comparison
between Lewin's and Kotter's models of change", 2014).
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References
A comparison between Lewin's and Kotter's models of change.
(2014). Retrieved from
https://tumpelontekeleet.vuodatus.net/lue/2014/08/a-
comparison-between-lewin-s-and-
kotter-s-models-of-change
Change Agent Definition | Human Resources (HR) Dictionary.
(2019). Retrieved from
https://www.mbaskool.com/business-concepts/human-resources-
hr-terms/13108-change-
agent.html
Connelly, M. (2016). The Kurt Lewin Model Of Change.
Retrieved from https://www.change-

management-coach.com/kurt_lewin.html
Webster, V., & Webster, M. (2019). Successful Change
Management — Kotter’s 8-Step Change
Model. Retrieved from
https://www.leadershipthoughts.com/kotters-8-step-change-
model/#kotters8stepchangemodelforleadingchange
1
From student: A.A
• Briefly describe the person (and be sure to respect
confidentiality of others and, as always, remember to be
respectful of potentially sensitive information, and remember
there is no guarantee of privacy).
I am going to write about my died brother. My brother was age
of nine when he died. His death hurt a lot of people. When he
passed away, we did not travel to village in Nigeria that
Christmas day. We stayed home to mourn him. He was
everything to my mom. She loved him so much. He is the one
that clean the house, help my mom in the kitchen and wash my
dad’s car. My senior brother was jealous of him because he was
my mom’s favorite. My senior brother always fights and argue
with him. One day, they were arguing over my senior brother’s
shoe. My senior brother accused him of stealing his shoe, he
told him that he did not steal his shoes and that was what
started the fight, so my mother ask our neighbor to take my
brother that died to spent holiday with them, and they agreed
and he followed our neighbor to their village. In the next two
weeks, our neighbor came back from the village very early
without my brother, we were worried and asked them about him.
They told my parents that he is died, he was pushed inside the

water by their maid, and he does not know how to swim, so he
drowned. I hated their maid and every time I saw her, I wanted
to do something bad to her, but I do not have the mind to do
that. I was mad at my senior brother for fighting over a shoe. I
did not speak to him for days. Everyone said that I looked like
my died brother and act like him. I was three when my brother
died and I do the thing he used to do, like cleaning the house,
helping my mom to cook. Being my mom second favorite.
Sometimes I wish I see him very well because I was only 3
years when he died and I did not know much about him like my
sister and my senior brother did.
• Describe the person's significant upward or downward
mobility over the past three or four generations.
I wish my brother is here to celebrate my coming birthday with
me. He has not celebrated my 23 years of birthday with me. I
want to see how he will look like now. Whether I look exactly
like him like what people said. He past is generation to me
because I do everything he does. How he talks and do his stuff.
I promised to make my future bright, for him to be proud of his
baby sister.
• How do you think the person's values and behavior might
differ had the person experienced the opposite pattern of
mobility?
My brother person’s values and behavior has not changed
because if he is not died, he will continue with it. He is very
humble and generous.
• How might experiences have been different had the person's
family been of a different ethnic or racial origin?
My mother is acting different because of his died. My mother
does not like to see river water, touch it or be close to it. She is
afraid of water. She always said that this is what killed her
baby. If somebody lost their child, she will come to the person
parent’s home and sympathy with them, tell them her story.
Please share whether social mobility is the exception or the
rule. Please review the link below and answer what you think
and why? Social mobility "the movement of individuals or

groups from one level in a stratification system to another. This
movement can be either upward or downward" (Kendall, 2018,
pg. 192). Social mobility is an "exception of upward social
mobility is deeply rooted in U.S. culture" (Macionis, 2019, pg.
264).
Reference:
Kendall, D. E. (2018). Sociology in our times: The essentials.
Boston MA: Cengage Learning.
Macionis, J. J. (2019). Society: The basics. NY, NY: Pearson.

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