Analysis of Lewin’s Model for Change Kurt Lewin is known as one of the modern pioneers in social organizational and applied psychology. A German-American psychologist and physicist. Lewin believed that change could not occur before generating a reason for the change. He created his change model in the 1940’s, also known as the Force Field Analysis for Change, which evaluated the energy it requires to overcome opposing forces. Lewin’s change model is planned, it has the three definite steps with the process being very defined, and appears relatively easy to remember and use. The analogy of the ice is an added bonus visual to remember the steps. Lewin’s model does set up a clear roadmap for the change, but seems to focus on a top down approach of management ("Lewin 's Change Management," n.d.). Lewin’s model, developed in the pre-civil rights era, is too simple. It was a time devoid of the complex social issues we face in the year 2018. We live in a rapidly changing environment, I do not think this model would be as successful as it was in the mid-1900’s. With the constant change, the refreezing step is necessary to institute the change, but not be dwelled upon, as it is never good to freeze in any one state. We should in fact be ready to assume new shapes as the times and demands change around us. Lewin does not address emotional support that we as human beings need during stressful times of change. Lewin does not discuss leadership or gender or minority status