This risk makes the company unstable, and in turn, makes the employees feel unsafe about their jobs (Conner, 1993).
Unfreezing stands figuratively for the thawing of the existing (frozen) or the previously reached equilibrium condition which might have been caused from a previous change process (Paul C. Dinsmore et al, 2005).
In the second phase, the solutions are generated and try new behaviors and the problem will be solved in sub-projects. The status quo is abandoned and it performs a movement changing to a new equilibrium (Phillips, 2003).
Freezing phase (refreezing):
The aim of the third phase is the implementation of the found solutions to problems and thus at least provisional closure of the change process. After the episodic pattern of required changes in the need for long-term stabilization, integration into the overall system can be refrozen. The new equilibrium state should be protected from the force of habit and it is then stabilized (Lewin, 1947).
The three phases of Lewin (unfreezing, moving and refreezing) can be at three levels of learning and reflection. They are action, observation and reflection.