Lewin's Change Model was the landmark work of social psychologist in which most theories of organizational change originated. The model Kurt Lewin created has three stages of planned change including how to initiate, manage and stabalize the change process. These stages are also referred to as unfreezing, changing and refreezing.
Unfreezing is that stage that focuses on the motivation to change attitudes and behaviors to it management standards. Management can begin doing this by disconfirming the usefulness or appropriateness or employees' behaviors and attitudes.
Changing is an organizational change of any proportion that is undertaking to improve the process, procedure, product, service, or outcome of interest to management. In this process you must provide employees with new information, behavioral models, processes and procedures, equipment, technology, or ways of getting a job done.
Refreezing is the stage where employees are being helped to integrate changed behavior or attitudes into their work life. It is important to give the employees a chance to use their changed ways and once they do offering positive reinforcement is a large contributing factor to Lewin's three stage Change Model's success.
The main focus is on improvement, growth and problem solving.