Kurt Lewin from a leader. Members are given choices and collectively decide the division of labor. Praise and criticism in such an environment are objective, fact minded and given by a group member without necessarily having participated extensively in the actual work. Laissez-faire environments give freedom to the group for policy determination without any participation from the leader. The leader remains uninvolved in work decisions unless asked, does not participate in the division of labor, and very infrequently gives praise. An early model of change developed by Lewin described change as a three-stage process. The first stage he called "unfreezing". It involved
Kurt Lewin a naturalized citizen in 1940. A few years after moving to America, Lewin began asking people to pronounce his name as "Lou-in" rather than "Le-veen" because the misspelling of his name by Americans had led to many missed phone calls. Earlier, he had spent six months as a visiting professor at Stanford in 1930, but on his immigration to the United States, Lewin worked at Cornell University and for the Iowa Child Welfare Research Station at the University of Iowa. Later, he became director of the Center for Group Dynamics at MIT. While working at MIT in 1946, Lewin received