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Essay / Research Paper Abstract
An 8 page research paper on the life and subsequent work of German-American psychologist Kurt Lewin. It describes some of Lewin's theories, and discusses about how they relate in society today. Lewin is most commonly regarded as one of the founders of the Organizational Development (OD) movement He described organizations as existing in a state of "quasi stationary equilibrium", or rather he thought that they tended to be static and resist change. Bibliography lists 7 sources.
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8 pages (~225 words per page)
File: D0_Lewin.doc
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finally becoming director of the Research Center for Group Dynamics at Massachusetts Institute of Technology in 1944. As a small child he was always questioning things, and his
parents were always encouraging him to continue to do so. He was brought up to think that asking questions was the only way to get answers. He would
take things apart as a child to figure out how they worked and to try to improve on them. This led to his Ideology: "If you want truly
to understand something, try to change it" (Kurt Lewin). In his work he studied the problems of motivation of individuals and groups; he also did research on child development
and personality characteristics. Lewins work has had a major influence on modern investigations in psychology, motivation in management, and child behavior as well. Lewin was also very
interested in the theory of knowledge. He was always trying to figure out how people thought, what people thought, and why they thought about those subjects in that way.
He was similarly interested in behavioral psychology, and strove to learn more about why people acted the way that they did. He was very interested in the work
of Bertrand Russell, and later in his life, before he died, the works of B.F Skinner Kurt Lewin was a founder of the organizational Development (OD) movement He
described organizations as existing in a state of "quasi stationary equilibrium", or rather he thought that they tended to be static and resist change. He felt that the OD
specialists task was to (1) unfreeze the organization; (2) change it, and then; (3) refreeze it in the new configuration. One of Lewins major concepts was the appreciation for a
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