During the meeting, Carlos has been emphasizing the importance of the change, and trying to persuade employees to accept the transition. He also thinks losing employees may be acceptable if they cannot accept the change. According to Lewin’s force field analysis model, Carlos behaviors reflect his effort to facilitate the process.

During the meeting, Carlos has been emphasizing the importance of the change and trying to persuade employees to accept the transition. He also thinks losing employees may be acceptable if they cannot accept the change. According to Lewin’s force field analysis model, Carlos's behaviors reflect his effort to facilitate the change process.

Explanation:  

Lewin's Force Field Theory has a three-stage theory, the Unfreezing, Change, and the Refreezing stages. This theory talks about how organizations are pushed toward change by driving forces.

This desired change starts by unfreezing the behaviors that are not wanted, in other words, Carlos would make employees see the need to embrace change for the company to move forward. While the Change theory talks about the transition to that desired behavior and the actual change is implemented. Finally, the Refreezing theory aims to make the change permanent as people tend to easily go back to behaviors they have been used to because employees may resist change due to their desire to remain in their comfort zones. Behaviors of employees could point to the driving and restraining forces in an organization.

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