Which statement correctly describes Lewin's change model and its HR application?

Which statement correctly describes Lewin's change model and its HR application?

• A. Plan–Do–Check–Act; HR handles optimization
• B. Pre-change–Implementation–Post-change; HR ignores unfreezing
• C. Recognize–Reinforce–Reframe; HR drives change
• D. Unfreeze–Change–Refreeze; HR facilitates readiness, implements change, and stabilizes new behaviors

Answer: (D)

Lewin's change model involves three stages: unfreeze, change, and refreeze. The idea is to prepare people and systems for change, guide the transition, and then cement the new ways into everyday practice so they endure. In HR practice, this means first helping the organization get ready for change by communicating the need, addressing concerns, and aligning policies and incentives to reduce resistance. Then HR supports the actual change efforts—designing and delivering training, coordinating the implementation, and ensuring new processes are put in place. Finally, HR helps stabilize the change by embedding the new behaviors into performance management, rewards, and ongoing norms, so the organization doesn’t revert to old habits. Other descriptions mix different frameworks or omit the crucial unfreeze step, whereas unfreeze–change–refreeze with HR facilitating readiness, implementing change, and stabilizing new behaviors best captures how this model works in practice.

Lewin's change model involves three stages: unfreeze, change, and refreeze. The idea is to prepare people and systems for change, guide the transition, and then cement the new ways into everyday practice so they endure. In HR practice, this means first helping the organization get ready for change by communicating the need, addressing concerns, and aligning policies and incentives to reduce resistance. Then HR supports the actual change efforts—designing and delivering training, coordinating the implementation, and ensuring new processes are put in place. Finally, HR helps stabilize the change by embedding the new behaviors into performance management, rewards, and ongoing norms, so the organization doesn’t revert to old habits. Other descriptions mix different frameworks or omit the crucial unfreeze step, whereas unfreeze–change–refreeze with HR facilitating readiness, implementing change, and stabilizing new behaviors best captures how this model works in practice.