Dear tutor! Can you explain how to do intro-body-conclusion

QUESTION

Dear tutor! Can you explain how to do intro-body-conclusion. Thanks ahead. I am replying to my classmate that said, “Since the 1940s, one of Kurt Lewin’s most significant theories about change has been his change process model. Unfreezing the old behavior, transitioning to a new level, and then refreezing the behavior at the new level. Effective change involves unfreezing the existing state of things or present situation, shifting to a modified or desired scenario, and refreezing to make the change relatively permanent (Hussain et al., 2018). A three-stage model established by psychologist Kurt Lewin is a straightforward approach to comprehending the transformation process. By comprehending Lewin’s approach, it is possible to envision how to include human behavior in change management procedures.

Change may be successful if it is planned and done with the diversity of human responses in mind. Everett Rogers believed that innovations (a new concept, practice, or item seen as a novel), communication channels (mechanisms for messages to move), time (influencing decision-making and the pace of adoption), and social systems influenced the transmission of new ideas across cultures (groups involved in joint problem-solving on a common goal) (Curtis, 2020)…”

I found an article it said, “Employee involvement in change and Lewin’s model “change process”

Employee involvement (EI) has been defined by Glew, Leary-Kelly, Griffin, and Van Fleet (1995) as “Employee involvement seeks to increase members’ input into decisions that affect organization performance and employee well being”. This can be explained in four (power, information, knowledge and skill, and rewards) elements which promote the worker or employee involvement. For overcoming the resistance in organizational change, the employee involvement is the most oldest and effective strategy in formulating the planning and implementing change. The participation will lead high quality change and prevail over the resistance in implementing stage (Vroom & Yetton, 1973). By doing this a variety of information and ideas may be generated, which may contribute the innovations effective and suitable in the situation, raise likelihood, create member commitment in implementing change, and employee motivating and leading change effort in work (Cummings & Molloy, 1977). After getting out of the status quo, the leaders are required to support employee’s involvement for accelerating the change in organization. The study of Pierce et al. (2002) states that; to stimulate process, the employees must have to be addressed about change. The leaders should educate, communicate, participate, involve, task support, provide emotional support and incentives, manipulate, co-optate and coerce the employees about change (Crosby, 2021).”

Another article I personally liked said,

“Kurt Lewin’s (1890-1947) democratic style of leadership was infused into his methods and research. Lewin’s democratic style combines degrees of leadership and freedom as an effective situational model. Applying democratic principles throughout his career, he documented reliable results such as increases in industrial performance and successful implementation of change. …article reintroduces Lewin’s “leadership as a triangle” concept and explores those implications with explanations from Lewin’s own action research and illustrations from the author’s OD practice. It should be noted that Lewin’s social science was a system, and that the democratic leadership style should be understood within the broader framework of Lewin’s field theory and other constructs, an exploration beyond the current scope. Nonetheless, Lewin’s leadership model holds clear implications for research and practice regarding leadership, change, engagement, and other contemporary concerns (Crosby, 2021).”

“the Harwood studies marked a significant break with the past by moving research on group behavior from the laboratory to the real world, changing the focus of research from understanding group behavior  per  se  to  understanding  and  changing  group  behavior, and  pioneering  the  use  of participative  management.  The  article  concludes  that  the  first  phase  of  the  Harwood studies can be seen as having laid the foundations of organization development (OD)and as having a continuing relevance to the challenges facing organizations today. ”

” 100 years ago…Kurt Lewin published a series of articles in which he vehemently argued against the idea that associations between stimuli and responses motivate behavior…This close relationship likely explains why Psychologische Forschung became his preferred publication outlet until his emigration to USA in the year 1933. In his publications “The problem of the measurement of will and the basic law of association. I and II,” which appeared in the inaugural issues 1 and 2 of the journal, Lewin reported experiments that he conducted in Berlin between 1911 and 1914 for his Ph.D.”

References

Burnes, B. (2007). Kurt Lewin and the Harwood Studies: The Foundations of OD. The Journal of Applied Behavioral Science, 43(2), 213-231. https://doi-org.lopes.idm.oclc.org/10.1177/0021886306297004

Crosby, G. (2021). Lewin’s Democratic Style of Situational Leadership: A Fresh Look at a Powerful OD Model. The Journal of Applied Behavioral Science, 57(3), 398-401. https://doi-org.lopes.idm.oclc.org/10.1177/0021886320979810

Curtis, M. (2020). Toward Understanding Secondary Teachers’ Decisions to Adopt Geospatial Technologies: An Examination of Everett Rogers’ Diffusion of Innovation Framework.

Journal of Geography, 119 (5), 147-158. https://doi.org/10.1080/00221341.2020.1784252

Eder, A. B., & Dignath, D. (2022). Associations do not energize behavior: on the forgotten legacy of Kurt Lewin. Psychological Research, 86(8), 2341-2351.

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.

ANSWER

To structure your response effectively, you can follow the traditional essay format, which consists of an introduction, body paragraphs, and a conclusion. Here’s how to organize your reply:

Introduction

Your introduction should provide a brief overview of the topic and present the main points you will discuss in your response. In this case, you can briefly mention Kurt Lewin’s change process model and its significance. Additionally, introduce the articles and their relevance to the topic.

Body

Divide your body into several paragraphs, each focusing on a specific aspect or point related to Kurt Lewin’s change process model, employee involvement in change, and democratic leadership style. You can structure your body paragraphs as follows:

1. Kurt Lewin’s Change Process Model
Begin by explaining Kurt Lewin’s change process model, including its three stages: unfreezing, transitioning, and refreezing.
Discuss the effectiveness of this model in comprehending the transformation process in organizations.
Mention any key findings or insights from the articles you referenced, such as how Lewin’s model is applied in contemporary organizational change.

2. Employee Involvement in Change
Describe the concept of employee involvement in organizational change and its significance.
Discuss the elements that promote employee involvement, such as power, information, knowledge, skill, and rewards.
Explain how employee involvement can overcome resistance to change and contribute to high-quality change.

3. Democratic Leadership Style by Kurt Lewin
Introduce Kurt Lewin’s democratic style of leadership and its infusion into his methods and research.
Explain the key characteristics of Lewin’s democratic leadership style, emphasizing its effectiveness in facilitating change.
Mention the implications of Lewin’s leadership model for contemporary leadership, change management, and engagement.

4. The Relevance of the Articles
Highlight specific insights or findings from the articles by Burnes, Crosby, and others that support the discussion points in each section.
Discuss how these articles contribute to a deeper understanding of Kurt Lewin’s theories and their application in real-world organizational contexts.

Conclusion

In your conclusion, summarize the key takeaways from your discussion. Reiterate the importance of Kurt Lewin’s change process model, employee involvement, and democratic leadership style in the context of organizational change. Mention any unique insights or contributions from the articles you referenced. End your response with a closing thought that emphasizes the ongoing relevance of Lewin’s work in the field of organizational development.

By following this structure, you can create a well-organized and coherent response to your classmate’s discussion, incorporating relevant information from the articles you found. Don’t forget to cite your sources appropriately throughout your response.