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Lewin’s model of change is one of the most influential frameworks in industrial and organizational psychology, providing a structured way to understand and manage organizational transitions. Kurt Lewin conceptualized change as a process involving three main stages: unfreezing, changing, and refreezing. This model emphasizes the psychological and behavioral aspects of individuals and groups during organizational change, recognizing that resistance and uncertainty are natural parts of the process. The first stage, unfreezing, involves preparing the organization to accept that change is necessary. At this stage, the focus is on breaking down existing mindsets, habits, and structures that may create inertia. Leaders must communicate the need for change by presenting data, evidence, or compelling reasons that highlight why the status quo is no longer effective. Emotional engagement is also crucial, as _______ __________ _______ _____ ___ ___ ______ ____ __________.
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