Frozen

So here is another excellent example of a theoretical framework applied to our day-to-day life. I hereby present the Lewin-Schien’s change theory and their unfreezing-change-refreeze model.

According to this model, for any organization to go through a change, it first has to unfreeze (stop doing what it is accustomed to doing), then change (that is actually go through the change implementation process) and finally refreeze (get accustomed to the new way of doing things). To understand better, you may read the theory here.

My school has taken this model to heart. Presumably, when we all decided to go through this process of doing an MBA, everyone of us got unfrozen. (How else do you explain this sudden urge of quitting my happy life and coming to this place?). The change in us is being brought about by all the courses we are taking, and also by the amazing professors and their insights into the business world.

According to the theory, the only thing we are left to do is – refreeze. The administrative department of our school is desperately trying to help us there. So every lecture room of ours is like being on the south-pole. The moment you enter the classrooms you start shivering and by the time the class gets over, we all waddle out like penguins.

Despite several complains to the admin, the temperatures are hardly ever changed. Now I know the noble cause behind why they keep the temperature so low. This is your first lesson for today – don’t get angry with people unless you understand the motive behind them doing something insane.