论文代写：领导组织变革
Lewin ‘s change model:这个模型提供了涉及到的整体变化的简单概述。这是基于一个基本的假设，即任何情况的存在都是由于平衡的敌对力量。这个过程的第一个阶段是解冻，使组织能够接受所需的变更。这一阶段被认为是最紧张和困难的阶段。第二个圣人是改变，在这种改变下，组织解决了在解冻圣人中产生的不确定性。第三个阶段是重新冻结，帮助组织将变更内部化或制度化(Bartunek & Woodman, 2015)。
论文代写：领导组织变革
行动研究模型:该模型以客户为中心，以问题为中心。与之前的模型相似，这个模型也有三个主要阶段。第一阶段是客户和变更代理开始对问题和假设观点进行初步研究的初级阶段。第二阶段是行动阶段，需要所有活跃成员的团队合作和参与。第三个阶段是导致分解、结论和反思的结果阶段(Hansson, Hoog & Nystrom, 2016)。
论文代写：领导组织变革
Lewin’s change model: This model provides a simple outline of overall change that involves. It is on the basis of the fundamental assumption that any circumstance subsists due to rival forces that are balanced. The first stage in this process is unfreezing that prepares the organization to accept the required changes. This stage is considered as the most hectic and difficult part. The second sage is change under which the organization resolves the uncertainties that are created in the unfreeze sage. The third stage is refreezing that helps the organization to internalize or institutionalize the changes (Bartunek & Woodman, 2015).
论文代写：领导组织变革
Action research model: This model is mostly client-centered and problem-centered. Similar to the previous model, this model also has three major stages. The first stage is the preliminary stage under which the client and change agent start preliminary research of the issues and posit perspectives. The second stage is the action stage that requires teamwork and participation of all active members. The third stage is the result stage that leads to breakdown, conclusion and reflection (Hansson, Höög & Nyström, 2016).
