As per Lewin’s Three - Step Change Model, changing to overcome the pressures of both individual resistance and group conformity is termed as :
Unfreezing
Option 4 — Unfreezing is correct.
Kurt Lewin argued that successful change in an organisation follows three sequential steps: unfreezing the status quo, movement (changing) to a desired end state, and refreezing the new change to make it permanent. The status quo is treated as an equilibrium held in place by driving forces (pushing for change) and restraining forces (resisting it).
Unfreezing is specifically the step that loosens this equilibrium so that old behaviour can be discarded. It is achieved either by increasing the driving forces, by reducing the restraining forces, or by combining the two. Because individual resistance and group conformity are the two chief restraining forces that anchor employees to existing behaviour, the effort to overcome exactly these pressures is, by definition, the unfreezing stage.
Why the other options are wrong: Movement is the actual shift to new behaviour after resistance has been loosened; Refreezing stabilises and institutionalises the change afterwards; Restraining is not a step of the model but the name of the forces that oppose change.
Takeaway: Overcoming individual resistance and group conformity to prepare for change = Unfreezing.
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