answer the main question and reply two 2

After viewing the Lesson 8 video and reviewing some of the materials in Chapter 17 of the text (Lewin’s method, Kotter’s 8 steps), consider the following question: Which of the leadership methods described in Chapter 12 of Robbins and Judge have the most in common with Lewin’s 3-Stage Model? Compared to Lewin’s model, what, if anything, is missing from the leadership style or styles you chose?



According to Lewin’s 3-Stage Model is unfreezing, moving, re-freezing is similar to situational leadership theory. Both theories contingent on the follower’s readiness to reach their goal. When a leader wants to motivate her members, they need to follow these steps. Unfreezing, change the follower’s manner and lead them to the goal; under the Situation Leadership Theory, a leader has to know his follower’s mind and ability. There are four stages, unable and unwilling, unable but willing, able but unwilling and able and willing.

When a leader wants to change his followers, he needs to know their ability and willingness to know how to unfreeze, move and refreeze. However, from the Robbin and Judge mentions, I still cannot find the way that a leader uses to change their followers if the follower is unable and unwilling to change. Sometimes, a follower who is very stubborn unwilling to change and is difficult to change. Most of the leaders may fire this kind of person, but this is not a good way to solve the problems. I am curious about how to solve this problem when we face this situation.


Robbins. S., & Judge, T. A. (2018). Essentials of Organizational Behavior. Pearson, 14th Edition


In Lewin’s 3-stage model, there are 3 steps to go through in order to make a change happen:unfreeze, change, and refreeze. This model basically describes that changes should come from the understanding of the necessary reasons for a change and changes take time and effort and can be uncomfortable. Under the understanding of this model, I think Robbins and Judge’s situational leadership theory has a lot in common with the 3-stage model. Because, every required change is under a unique circumstance so it is hard to say one situation’s leadership solution works for all other situations. The SLT focuses on follower’s readiness which is similar to the unfreeze stage of the 3-stage model. When it comes to a change, it’s important for people to understand it and willing to go for it so this concept is similar with employee’s ability and willingness to do a job.

From 3-Stage model, there is no mention of how to handle employees who reject the change. In reality, some people must feel uncomfortable and unwilling to change, what are the scientific methods to handle this situation then? A good leader should not just fire people when it comes to difficult times, so what should they do? I would like to see more of the solutions for this types of circumstance.


Robbins. S., & Judge, T. A. (2018). Essentials of Organizational Behavior. Pearson, 14th Edition


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