Force Field Analysis



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Kurt Lewin

Kurt Lewinはアメリカの社会的な心理学者だった。 彼は科学のグループ原動力および行為研究に貢献し、1人現代心理学の創設者の見なされる。 しかしLewinは多分成長のForce Field Analysisおよび力分野の図表のために最も最もよく知られている。

Force Field Analysisの図表Lewin組織のLewinの意見

Kurt Lewinに従って、問題は力の2組の反対セットの相互作用によって均衡して握られる。 変更を促進するように努めるそれら: 原動力。 そして現状を維持するように試みるそれら: 抑制力。 Lewinは現状が静的なパターンでなかったシステムとして組織を見た。 しかし反対の方向で働く力の動的バランス(「Equilibrium」)。 従って起こるあらゆる変更のために原動力は抑制力を超過しなければなり平衡を移す。 比較しなさい: Catastrophe Theory

Force Field Diagram

Force Field Diagramは力運転したりそして抑制の変更というこの考えで造られるモデルである。 これらの力は下記のものを含んでいる: 人、習慣、習慣および態度。 Force Field Diagramはあらゆるレベルで使用することができる: の、ネットワーク組織個人的、プロジェクト好意でそして変更の率先に対して働くかもしれない力を視覚化するため。 図表はユーザーがある特定の問題のまわりで力間の「戦争」を描くのを助ける。 通常、計画された変更問題は上で記述されている。 これの下に、2つのコラムがある。 原動力は右のコラムの左のコラムおよび抑制力にリストされている。 矢は中間の方に引かれる。 より長い矢は強い力を示す。 考えはある特定の問題で理解し、明確、機能するすべての力作ることである。

Force Field Analysis方法の使用

  • 問題にかかわる勢力の均衡を調査しなさい。
  • 最も重要なプレーヤー (stakeholders)および問題のキャンペーンのためのターゲットグループを識別しなさい。
  • 反対者および同盟国を識別しなさい。
  • 各ターゲットグループにいかに影響を及ぼすことができるか識別しなさい

Force Field Analysisのステップか。 プロセス

  1. 現状を記述しなさい。
  2. 望ましい状態を記述しなさい。
  3. 処置がとられなかったら現状がどこに行くか識別しなさい。
  4. 望ましい状態の方に変更を運転するすべての力をリストしなさい。
  5. 望ましい状態の方に変更に抵抗するすべての力をリストしなさい。
  6. すべての力を論議し、質問しなさい: それらは有効であるか。 それらは変えることができるか。 重大な物はどれであるか。
  7. 数字目盛例えば1を使用してeach of力にスコアをある非常に弱いが割り当てれば10は非常に強い。
  8. 力を図表にしなさい。 左の原動力をリストしなさい。 そして抑制力右側のをリストしなさい。
  9. 変更が実行可能であり、進歩が行われることができるかどうか定めなさい。
  10. 原動力かかの強さを高めること抑制力の強さを減らすことまたは変更がによっていかに影響されることができるか論議しなさい。
  11. それ原動力を高めるか、または抑制力を減らすことが高めるか、または他の力を減らすまた更に新しいものを創造するかもしれないことを覚えなさい。


Force Field Analysis 特別興味グループ。

特別興味グループ (4人のメンバー)


フォーラムでの議論:Force Field Analysis。以下で、このトピックについて質問したり、経験を共有したり、新しい開発を報告したり、何かを説明したりできます.

新しいフォーラムトピックを開始するについてのForce Field Analysis


Organizational Change: How to Increase Driving Forces and How to Decrease Restraining Forces?
I could do with some practical advice increasing driving / decreasing restraining forces. How can one increase driving forces? And how can one decrease restraining forces? Any ideas or experiences a...
Implementation of Change in an Organisation
This is a powerful tool of directing the change management process but it is not good enough for implementing the change and integrate it in the management system of an organisation. Other tools such ...
Force Field Analysis Helps to Consider Barriers Before Embarking Change
Change is hard. Force field analysis helps to summarize the barriers. Thus, all phases must be understood before embarking organisational change. The aspects of the future state need to be considered ...
Post-Merger Force Fields
In Post-Merger relationships restraining forces will include creation of 5th columnists within the organisation, and instigation of negative press by parties who don't want to expose the horrors of th...
Identifying Change Drivers
This is my first communication on this amazing site. Could anyone suggest a suitable framework/theory to identify the drivers of change that actually caused that change? I have applied a force field ...
Dynamism is the Interface to Change Issues
Change is must for all entities. It is part of every movement, nothing stays standing on the same start point. It is a law of life. So, dynamism is the interface sticked to all change issues. If we se...
Measuring Driving and Restraining Forces - Metrics
I'm swearing off* companies in crisis. I had an engagement blow up recently and it was painful. What METRICS do you use to measure driving forces? How do you recognize when a change management progra...
Three Strategic Frameworks (Mulcaster)
Mulcaster (2008) developed 3 strategic frameworks that can be useful both in decision making and in strategy. All three frameworks will be briefly explained below: 1. OPPOSING FORCES APPROACH: This i...
Using Force Field Analysis for Gender Analysis
Force field analysis is an appropriate tool for gender analysis to identify the deprived class womens short comings, and to show direction how to reduce restraining forces and increase driving forces ...
The Human Factor in Force Field Analysis
The FFA is a great tool in analysing change. In a practical sense, the human factor is the most controversial force in either driving change or restraining change. We are talking about apathy, ignora...
Force Field Diagram Assumptions
I think that the model of Lewin is reducing the dimensions of changes to conflict and opposition between two classes. According to this conception the changes in organsations are fatal and and oper...
MSCS Concept in Force Field Analysis
In the force field analysis I use the MSCS (Magnitude, Symptoms, Causes and Solutions) concept for both the driving forces and the restraining forces. This is effective to make the process very simpl...
Be a Change Catalyst
If one has to make a choice that sees the benefits of the greatest majority, then try to be a catalyst in any organization and that I believe can spell the difference after all!...


Force Field Analysisに関する最も評価の高いディスカッショントピック。ここでは、最も価値のあるアイデアと実用的な提案を見つけます。

🥇 Quotes by Kurt Lewin
If you want to truly understand something, try to change it....

🥈 Unfreeze, Changing and Refreeze
I just wonder besides of "Force Field Analysis" , Kurt Lewin Change Model should also involved with "unfreeze, change, refreeze" part. Could anyone talk about this point?...

🥉 Decreasing Restraining Forces is easier
I have used Force Field Analysis in the past in the Health, Safety and Environment field. Sometimes I find less effort is required to remove Restraining Forces than to reinforce the Driving Forces in ...

Where does Power Come From?
What is the origin of power forces?...

Origin of Force Field Analysis
I seem to remember from my early days in OD that Lewin based his model on engineering principles of force analysis taught in Statics and Dynamics of Forces in Mechanical Design. For example, in desig...


Force Field Analysisについての高度な洞察(英語)。ここには専門家による専門的なアドバイスがあります。

Concerns Against Change and their Remedies

Change Management, Organizational Change
According to Ken Blanchard in the article Mastering the Art of Change (Training Journal, January 2010), it is importan...

Leadership Strategies for Change

Initiate, implement, develop and sustain change
In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through ...

The Next Steps when FFA is Done...

Actions to Take after a Force Field Analysis, FFA Implementation
After the analysis is done and the existing forces have been identified and rated, action can be planned and undertaken ...

The Force of Employees in Change Inititiaves

Why Acknowledging the Power of Employees is Important
The concept of bases of social power is very important for organizations in the context of change initiatives. The sour...

Implementing Force Field Analysis in the Strategy Process

Practical Guidelines, Best Practices
In his article "Force Field Analysis: A New Way to Evaluate Your Strategy", J. Thomas established seven guidelines usefu...

Industrys Driving Forces

Organizational Change
Many events can affect an industry powerfully enough to qualify as driving forces. Some are unique and specific to a par...

Describing and Analyzing Driving Forces

FFA Implementation
When analyzing potential trends or driving forces, for them to be relevant they must have at least one effect on the ter...

Assessing the Risks of Change and the Organizations Capacity for Change

Leading Change
In their book "Transforming Public and Nonprofit Organization Stewardship for Leading Change", James Edwin Kee and Kat...

Unfreezing, Moving, Freezing

Change Management
In the early 20th century, psychologist Kurt Lewin identified three phases/stages of change that are still the basis of ...

Strategic Change: Why, What, When, Who and How

Preparing Strategic Change
If we need to change strategically, we need to think about why, what, when, who and how: - Why do we want to change? - ...

Typical Driving Forces

Typical driving forces include: felt need for change, regulation change, decreasing results, organizational crisis, bonu...

Typical Restraining Forces

Typical restraining forces include: inertia, apathy, technology, IT, rigidity, fear for the new, budgets, hostility, dis...

Force Field Analysisに関するさまざまな情報源。ここでは、独自の講義やワークショップで使用するパワーポイント、ビデオ、ニュースなどが見つかります。

Framing in the Context of Conflicts

Framing, Negotiation, Collective Bargaining, Stakeholder Analysis, Force Field Analysis, Conflict Management
Framing and conflicts This presentation elaborates on the extent to which framing relates to conflicts (and its resolut...

Force Field Analysis

Force Field Analysis
Good explanation about FFA by Vivek Birla. The author describes the concept and the main view of the inventor Lewin. Aft...

Dealing with Strong Resisters

Dealing with Resistance to Change, Change Management, Training, Workshop
Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives). Acco...

Getting Started with Force Field Analysis

Force Field Analysis, Change Management, Problem Solving
To make a decision you can make a list of the PROs and the CONs. But since the issues aren't equally important, it will ...

Applying Creative Thinking to Complex Business Problem Solving

Creative Thinking, Problem Solving, Complex Problem Solving Techniques
This presentation focuses on creative thinking as a useful tool for dealing with complex business issues. It includes th...

Managing Organizational Change

Change Management, Leading Change, Organizational Development
This is a presentation about the ways to manage change. The presentation includes the following sections: 1. Introducti...

22 Best Practices in Change Management

Change Management, Organizational Change
Presentation starts with short introduction of managing organizational change and then outlines 22 best practices in cha...

Force Field Analysis Diagram

Force Field Analysis
Download and edit the 12manage PowerPoint model for limited personal, educational and business use. Republishing in int...


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Force Field Analysisをと比較した: Change Management Iceberg  |  Catastrophe Theory  |  Stakeholder Analysis  |  stakeholderの地図を描くこと  |  RACI  |  Change Model Beckhard  |  Bases of Social Power  |  DICE Framework  |  Crisis Management  |  Changing Organization Cultures  |  文化はタイプする  |  Core Group Theory  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  Dimensions of Change  |  Root Cause Analysis  |  Brainstorming  |  Six Thinking Hats  |  Scenario Planning  |  Game Theory  |  Analogical Strategic Reasoning  |  Real Options  |  Kepner-Tregoe Matrix  |  OODA Loop  | Levels of Culture  |  Appreciative Inquiry  |  Positive Deviance

経営ハブに戻る: 変更と組織コミュニケーションとスキル方針決定と評価倫理と責任人材リーダーシップ  |  プログラム・プロジェクト管理  |  戦略とイノベーション



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