Kurt Lewin
Kurt Lewin was een Amerikaanse sociale psycholoog. Hij heeft bijgedragen aan science group dynamics en actie research, en hij wordt beschouwd als één van de stichters van
de moderne psychologie. Maar Lewin is misschien het bekendst vanwege het ontwikkelen van Force Field (Krachtveld) Analyse en de Krachtveld Diagrammen.
 De zienswijze van Lewin op organisaties
Volgens Kurt Lewin, wordt een kwestie in evenwicht gehouden door de interactie van twee tegengestelde verzamelingen krachten. Degenen die trachten verandering te bevorderen: de stuwende krachten. En degenen die de status-quo proberen te handhaven: de beperkende krachten. Lewin bekeek organisaties als systemen waarin de huidige situatie geen statisch patroon was. Maar een dynamisch evenwicht ("Equilibrium") van krachten die in tegenovergestelde richtingen werken. Opdat om het even welke verandering plaatsvindt, moeten de stuwende krachten de beperkende krachten overtreffen, waarbij het evenwicht wordt verplaatst. Vergelijk: Catastrofe Theorie.
Het Krachtveld Diagram
Het Krachtveld diagram is een model dat is gebouwd op dit idee dat krachten zowel verandering kunnen stimuleren alsook tegenhouden. Deze krachten omvatten: personen, gewoonten, gebruiken, en houdingen. Een Force Field diagram kan op ieder niveau worden gebruikt: persoonlijk, project, organisatorisch, netwerk, om de krachten te visualiseren die vóór en tegen veranderingsinitiatieven kunnen werken. Het diagram helpt zijn gebruiker om de "oorlog" tussen krachten rond een bepaalde kwestie voor te stellen. Gewoonlijk staat het geplande veranderingsonderwerp aan de bovenkant. Hieronder, zijn er twee kolommen. De stuwende krachten staan vermeld in de linkerkolom, en de beperkende krachten in de rechterkolom. Pijlen worden naar het midden getrokken. Langere pijlen wijzen op sterkere krachten. Het idee is alle krachten die ingrijpen op een bepaalde kwestie te begrijpen en expliciet te maken, .
Gebruik van de methode van de Force Field Analysis (Krachtveld Analyse) methode
- Onderzoek het machtsevenwicht dat zich voordoet in een kwestie.
- Identificeer de belangrijkste spelers (stakeholders) en doelgroepen voor een campagne inzake de kwestie.
- Identificeer tegenstanders en bondgenoten.
- Identificeer hoe u elke doelgroep kunt beďnvloeden
Stappen in een Krachtenveldanalyse? Proces
- Beschrijf de huidige situatie.
- Beschrijf de gewenste situatie.
- Identificeer waarin de huidige situatie zal uitmonden als er geen actie wordt genomen.
- Maak een lijst van alle krachten die verandering stuwen naar de gewenste situatie.
- Maak een lijst van alle krachten die zich verzetten tegen verandering naar de gewenste situatie.
- Bespreek en ondervraag alle krachten: zijn zij geldig? Kunnen zij worden veranderd? Welke zijn de kritieke?
- Wijs een score toe aan elk van de krachten gebruikmakend van een numerieke schaal b.v. 1 is uiterst zwak en 10 is extreem sterk.
- Breng de krachten in kaart. Maak een lijst van de stuwende krachten op de linkerzijde. En maak een lijst van de beperkende krachten aan de rechterkant.
- Bepaal of de verandering haalbaar is en of vooruitgang kan geschieden.
- Bespreek hoe de verandering kan worden beďnvloed door de sterkte van de beperkende krachten te verminderen, of door de sterkte van de stuwende krachten te vergroten.
- Onthoud dat het verhogen van de stuwende krachten, of het verminderen van de beperkende krachten andere krachten kan verhogen of kan verminderen, of zelfs nieuwe kan creëren.
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 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 program isn't a good fit?...
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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 is an approach in which the advantages and disa...
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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, ignorance, power, self interests, and antagonism amo...
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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 for more effective gender relationships....
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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 see the organization as a complex whole, any changes...
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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 analysis, which has rendered a good result. I ...
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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?...
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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!...
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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 operate by force and not by peaceful way. This is why ...
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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 as the balanced scorecard are required to reinforc...
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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 designing a bridge and determining how to support it yo...
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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 simple....
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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 order to get the ball rolling in the right directi...
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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 their balance sheet that was not identified during d...
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Krachtenveldanalyse Special Interest Group
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Krachtenveldanalyse Educatie & Evenementen
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Concerns Against Change and their Remedies
According to Ken Blanchard in the article “Mastering the Art of Change” (Training Journal, January 2010), it is important for leaders to address the f...
Usage (application): Change Management, Organizational Change
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Leadership Strategies for Change
In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through Change program, in whic...
Usage (application): Initiate, implement, develop and sustain change
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The Next Steps when FFA is Done...
After the analysis is done and the existing forces have been identified and rated, action can be planned and undertaken to change the current status i...
Usage (application): Actions to Take after a Force Field Analysis, FFA Implementation
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The Force of Employees in Change Inititiaves
The concept of bases of social power is very important for organizations in the context ...
Usage (application): Why Acknowledging the Power of Employees is Important
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Implementing Force Field Analysis in the Strategy Process
In his article "Force Field Analysis: A New Way to Evaluate Your Strategy", J. Thomas established seven guidelines useful when implementing a force fi...
Usage (application): Practical Guidelines, Best Practices
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Industry’s Driving Forces
Many events can affect an industry powerfully enough to qualify as driving forces. Some are unique and specific to a particular industry, but most ...
Usage (application): Organizational Change
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Describing and Analyzing Driving Forces
When analyzing potential trends or driving forces, for them to be relevant they must have at least one effect on the terrain of your focal issue. This...
Usage (application): FFA Implementation
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Assessing the Risks of Change and the Organization’s Capacity for Change
In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kathryn E. Newcomer argue that th...
Usage (application): Leading Change
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Unfreezing, Moving, Freezing
In the early 20th century, psychologist Kurt Lewin identified three phases/stages of change that are still the basis of many change management approac...
Usage (application): Change Management
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Strategic Change: Why, What, When, Who and How
If we need to change strategically, we need to think about why, what, when, who and how:
- Why do we want to change? - the constraints imp...
Usage (application): Preparing Strategic Change
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Typical Driving Forces
Typical driving forces include: felt need for change, regulation change, decreasing results, organizational crisis, bonusses, employee development opp...
Usage (application): Examples
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Typical Restraining Forces
Typical restraining forces include: inertia, apathy, technology, IT, rigidity, fear for the new, budgets, hostility, distrust, conflicting objectives....
Usage (application): Examples
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Vergelijk met Force Field Analysis (Krachtveld Analyse): IJsberg van Verandermanagement | Catastrofetheorie | Stakeholderanalyse | Stakeholders in Kaart Brengen (Stakeholder Mapping) | RACI | Vergelijking voor Verandering | Bases van Sociale Macht | DICE-Raamwerk | Crisismanagement | Veranderen van Organisatieculturen | Cultuurtypes | Kerngroeptheorie | Gepland Gedragtheorie | Herontwerpen van Bedrijfsprocessen | Kaizen | Dimensies van Verandering | Analyse van de Onderliggende Oorzaak | Brainstormen | De Zes Denkhoeden | Scenarioplanning | Speltheorie (Game Theory) | Analoog Strategisch Redeneren | Real Options-analyse | Kepner-Tregoe Matrix | OODA Cirkel | Cultuurniveaus | Appreciatief Onderzoek | Positieve Deviatie
Keer terug naar Management Discipline: Verandering & Organisatie | Communicatie & Vaardigheden | Besluitvorming & Waardering | Ethiek & Verantwoordelijkheid | Human Resources | Leiderschap | Programma- & Projectmanagement | Strategie
Meer Managementmethoden, managementmodellen en managementtheorie
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