Introduction
Change is an inevitable aspect of all organizations and the educational sector. The change process can be complex and challenging, requiring a structured approach to ensure its success. One of the most widely used tools for managing change is Lewin’s Change Model, which provides a systematic approach to implementing change. Lewin’s Change Model has been widespread in the educational and healthcare sectors. It has been applied to manage a variety of changes, including the adoption of new technologies, the implementation of new curricula, and the restructuring of departments and programs. UMT successfully implemented change using Lewin’s Change Model, showing improved student performance and engagement; different change models may be better suited for other organizations, with Kotter’s 8-Step Model being a good fit for complex changes.
The Lewin’s Change Model
The utilization of Lewin’s Model provided a structured and systematic approach to the change process, contributing to its success at UMT. Lewin’s Change Model, developed by Kurt Lewin in the 1940s, is a three-phase model that provides a structured approach to managing change in organizations. The model consists of the Unfreeze, Change, and Refreeze phases. In the Unfreeze phase, organizations assess the need for change and prepare themselves and their stakeholders for the change (Crosby, 2020). In the Change phase, the new ideas and processes are implemented (Crosby, 2020), and in the Refreeze phase, the changes are stabilized and become part of the organization’s new normal.
Effectiveness of Tool Used at UMT
UMT has made a concerted effort in recent years to encourage the development of higher-order thinking skills among its students. To accomplish this objective, the school has implemented several modifications designed to encourage students to engage in more complex and critical thought. Introducing new teaching methods that emphasized the development of HOT was a vital component of this initiative (Bhayangkara et al., 2020). UMT used Lewin’s Model of Change, which provided a structured and systematic approach to the process, to implement these changes (Bhayangkara et al., 2020). In the first stage of the model (unfreeze), the school communicated the need for change and addressed any resistance to implementing the new teaching methods. The changes were stabilized and incorporated into the school’s systems and procedures in the final stage.
UMT’s Model of Change management implementation has been largely successful. There is evidence that the new teaching methods have positively affected students’ critical thinking skills, which both students and teachers have received well. For instance, student performance on standardized tests of higher-order thinking skills has improved, and teacher feedback indicates that students are more engaged and motivated in class (Bhayangkara et al., 2020). In summary, utilizing Lewin’s Model of Change to implement higher-order thinking skills at UMT has been successful. The structured and systematic approach of the model has helped to manage and ensure the success of the change process.
Alternative Tool
However, it is worth noting that while Lewin’s Change Model is a valuable tool, it may only be appropriate for some types of change initiatives. In cases where the change is particularly complex, a different tool, such as Kotter’s 8-Step Model, might be more appropriate (Muldoon, 2020). Organizations must carefully consider the change’s nature and choose the most appropriate tool to ensure its success. Kotter’s 8-Step Model may have produced a better result than Lewin’s Change Model because it is better suited to drastic changes (Burnes, 2020; Snoussi, 2019). It provides a clear roadmap for implementing a change and helps ensure it is successful.
Kotter’s first step is creating a sense of urgency, which helps motivate stakeholders to participate in the change process. The subsequent steps involve forming a steering group, formulating a vision and plan, communicating the transformation, granting power to staff members to take action, accomplishing interim successes, consolidating advancements, and embedding the change (Snoussi, 2019). These steps are designed to help organizations implement drastic changes effectively. For example, Kotter’s 8-Step Model, which focuses on leadership and collaboration, could have been more effective in gaining buy-in and support from all stakeholders (Kang et al., 2022). Kotter’s 8-Step Model outlines a process for change, including generating a sense of urgency, assembling a team, and devising a vision for change (Kang et al., 2022). The model’s focus on leadership and collaboration is critical in gaining buy-in and support from all stakeholders, which is crucial to the success of the change.
Conclusion
In conclusion, the model effectively implemented change at Universiti Malaysia Terengganu. Its structured approach, which considers all phases of the change process, is key to its effectiveness. While a different tool, such as Kotter’s 8-Step Model, might have produced better results, Lewin’s Change Model was appropriate for the change at the educational institution. Organizations must carefully consider the nature of the change and choose the most appropriate tool to ensure successful implementation. In summary, change management is a critical aspect of organizational success, and using proper tools and models is essential to ensure the successful implementation of change. Additionally, effective communication, stakeholder engagement, and continuous monitoring and evaluation are important factors that contribute to the success of change management. Effective leadership and support from all levels of the organization also play a crucial role in ensuring that change is successfully implemented and sustained over time by building trust and involvement.
References
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Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32–59. Web.
Crosby, G. (2020). Planned change: Why Kurt Lewin’s social science is still best practice for business results, change management, and human progress. Productivity Press.
Kang, S. P., Chen, Y., Svihla, V., Gallup, A., Ferris, K., & Datye, A. K. (2022). Guiding change in higher education: An emergent, iterative application of Kotter’s change model. Studies in Higher Education, 47(2), 270-289. Web.
Muldoon, J. (2020). Kurt Lewin: Organizational change. The Palgrave Handbook of Management History, 615-632. Web.
Snoussi, T. (2019). Learning management system in education: Opportunities and challenges. International Journal of Innovative Technology and Exploring Engineering, 8(12S), 664–667. Web.