Kurt Lewin as a founding father of Organizational Development.

Kurt Lewin (1898 - 1947) is a well-known founding father of Organizational Development, though he died sooner than the conception became contemporary in the middle of 1950s. He explained the ideas about action research and group dynamics, which underpin the fundamental Organizational Development course as well as providing its joint client/consultant ethos. Lewin establish the Research Center for identifying the Group Dynamics at MIT that after his death was moved to Michigan. RCGD members were among those who establish the National Training Laboratories (NTL), due to which the group-based OD and T-group appeared. Working close with all possible measures with Lewin and his command in the UK, the Tavistock Institute of Human Relations was significant in rising systems theories. Among the most popular Organizational Development journals there are the Journal of Applied Behavioral Sciences and TIHR journal Human Relations.
The first change model invented by Kurt Lewin (1951) illustrates alteration as a process of three-stage. The first one was called "unfreezing". It implicated dismantling the existing "mind set" and overcoming inertia. Argument mechanisms should be bypassed. In the next stage the change arises. This is in general a time of confusion, as being aware of the previous ways was challenged but there is no clear representation to substitute them. The final stage is called "refreezing". The fresh intellect set is crystallizing and consequently one's comfort level is inveterate to preceding levels.

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