To what extent did Vineet Nayar follow the change models proposed by Lewin and Kotter? Explain.
Kurt Lewin’s Change Theory is considered the oldest, simplest, yet robust and applicable change management theory developed is considered the epitome of change models, suitable for personal, group and organizational change. Lewin believed that the key to resolving social conflict was to facilitate learning and so enable individuals to understand and restructure their perceptions of the world around them. Though Field Theory, Group Dynamics, Action Research and the 3-Step model of change are often treated as separate themes of his work, Lewin saw them as a unified whole with each element supporting and reinforcing the others and all of them necessary to understand and bring about Planned change, whether it be at the level of the individual, group, organization or even society (Bargal and Bar, 1992; Kippenberger, 1998a, 1998b; Smith, 2001). As Allport (1948, p. ix) states: “All of his concepts, whatever root-metaphor they employ, comprise a single well integrated system” (Burnes, B., 2004, pg. 981). This theory is comprised of a 3-stage model of planned change that explains how to initiate, manage, and stabilize the change process. The 3 stages are unfreezing, moving to a new level or changing, and refreezing (Kaminski, J, 2011). The unfreezing stage consists of encouraging individuals to replace old behaviors and attitudes with those desired by management. Nayar realized “that no one would jump into the future until the organization acknowledged that we needed to do so” (Kreitner, R. & Kinicki, A., 2013, pg. 563). He spent several weeks meeting with the senior managers around the world to discuss the current situation of the organization and to get management on board with the necessary changes, calling it, “Point A.” During this time he also met with the customers