Compare and Contrast Lewin's Change Model, the Action Research Model

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The Answer is Lewin's change model, the action research model, and the positive model are all frameworks used to understand and implement organizational change. Each model has its own strengths and weaknesses, and they can be compared and contrasted in several ways.

Lewin's change model is a three-step process that involves unfreezing the current state, making the change, and then refreezing the new state. One of its strengths is its simplicity and straightforward approach, making it easy to understand and implement. However, its weakness lies in its linear nature, which may not account for the complexity and unpredictability of real-world organizational change.

The action research model, on the other hand, is a more iterative and collaborative approach to change. It involves diagnosing the problem, planning and implementing a change, and then evaluating and reflecting on the results. Its strength lies in its emphasis on participation and learning, but it may be time-consuming and require a high level of commitment from all involved parties.

The positive model focuses on identifying and amplifying the positive aspects of an organization to drive change. It emphasizes strengths-based approaches and appreciative inquiry to create a vision for the future. Its strength lies in its ability to inspire and motivate people, but it may overlook potential risks and challenges that need to be addressed.

In comparing these models, it is clear that they each have their own unique strengths and weaknesses. Lewin's model is simple but may be too rigid, the action research model is collaborative but time-consuming, and the positive model is inspiring but may overlook potential pitfalls. Organizations may benefit from using a combination of these models to leverage their strengths and mitigate their weaknesses, depending on the specific context and needs of the change initiative.

Compare and Contrast Lewin's Change Model, the Action Research Model

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