Eagle Manufacturing Ltd. has been facing declining productivity due to outdated working methods, rigid routines and workforce inefficiency leading…

(a) The model being applied by Eagle Manufacturing Ltd. is Kurt Lewin's Three Phase Model of Change comprising Unfreezing, Changing and Refreezing. It reflects strategic change undertaken to improve organizational efficiency, productivity and competitiveness. Phases of Kurt Lewin's Change Model (a) Unfreezing the Situation: Unfreezing means making employees aware of the need for change and preparing them to accept it by breaking old attitudes, rigid routines and existing work practices. In the given case, employees initially resisted the new technologies and procedures. Therefore, management conducted awareness sessions, capacity building programmes and communication exercises to explain the need and long-term benefits of change. (b) Changing to the New Situation: In this stage, new behaviour patterns, systems and procedures are introduced after employees recognize the need for change. In the given case, new technologies and operating procedures were gradually implemented through phase wise integration with continuous support, guidance and feedback mechanisms for employees. (c) Refreezing: Refreezing occurs when the new behaviour becomes a permanent way of organizational life and employees do not revert to old practices. In the given case, revised policies, performance measures and reward systems were introduced to stabilize the new work methods and institutionalise the changed practices successfully. Is it a One-Time Process? No, it is not a one-time process. Change is a continuous and cyclical process due to dynamic business environment, technological changes and competition. Therefore, organizations continuously undergo the stages of unfreezing, changing and refreezing.