역장 분석 (Force Field Analysis)
(Lewin)

지식 센터

Kurt Lewin

Kurt Lewin는 미국 사회심리학자이다. 그는 과학적 그룹역학과 행동연구에 공헌하였고, 현대심리학의 창설자 중의 한 명으로 여겨지고 있다. 그러나 Lewin는 아마 역장분석의 개발 및 역장분석 다이어그램으로 가장 잘 알려져 있다.

조직에 대한 Lewin의 관점

Kurt Lewin에 따르면, 문제점(은 두가지 반대되는 힘의 상호작용에 의해서 균형을 이루고 있다. 변화를 촉진시키고자 것들 : 추진력 (driving forces). 그리고 현상을 유지하고자 하는 것들 : 억제력 (restraining forces). Lewin는 조직을 현재의 상태가 정적인 패턴이 아닌 시스템으로 보았다. 즉 서로 반대 방향으로 작용하는 힘의 동적 균형(평형, Equilibrium)으로 보았다. 어떠한 변화가 일어나기 위해서는 추진력이 억제력을 초과하여 평형상태를 이동시켜야 한다. 비교 : Catastrophe Theory [파국이론].

역장 다이어그램

역장 다이어그램은 힘은 변화를 추진하고 억제한다는 사고에 기초한 모델이다. 이러한 힘으로는 사람, 습관, 관습 및 태도 등이 있다. 역장 다이어그램은 개인, 프로젝트, 조직, 네트워크 등에서 변화에 역행하거나 순행하는 힘을 시각화는데 활용될 수 있다. 다이어그램은 사용자가 주어진 문제점을 둘러싼 힘의 대결(war between forces)을 묘사하는 것을 도와준다. 일반적으로 계획된 변화는 맨 위에 묘사된다. 그 밑에 2개의 컬럼이 있다. 추진력은 왼쪽에, 억제력은 오른쪽 컬럼에 적는다. 중앙으로 화살표를 그린다. 더 긴 화살표는 더 강한 힘을 나타낸다. 이것은 주어진 문제에 작용하는 모든 힘을 명백하게 하고 이해하기 위한 것이다.

역장 분석 방법의 활용

• 문제와 관련된 힘의 균형을 조사하라.
• 문제와 관련된 가장 중요한 플레이어(이해 관계자)와 타겟그룹을 확인하라.
• 반대자와 협력자(opponents and allie)을 확인하라.
• 각각의 타겟그룹에 어떻게 영향을 미칠 수 있는지는 방법을 확인하라.

역장 분석의 단계. 프로세스

1. 현재 상황을 기술하라.
2. 바람직한 상황을 기술하라.
3. 아무 조치도 취하지 않는 경우에 현재 상황이 어디로 갈지 확인하라.
4. 바람직한 상황으로 변화를 추진할 수 있는 모든 힘을 목록화하라.
5. 바람직한 상황으로의 변화에 저항하는 모든 힘을 목록화하라.
6. 모든 힘을 토의하고 질문하라. 그 힘들은 유효한가? 그 힘들은 바뀔 수 있는가? 중요한 힘은 어느 것인가?
7. 각각의 힘에 대하여 점수를 매겨라(가장 약함 1, 가장 강함 10 등).
8. 그 힘들을 도표화하라. 좌측에 추진력을 기록하라. 우측에는 억제력을 기록하라.
9. 변화가 실행가능하고 진전할 수 있는지 결정하라.
10. 억제력의 강도를 감소시킴으로써 또는 추진력의 강도를 증가시킴으로써 변화가 어떻게 영향을 받는지를 토의하라.
11. 추진력을 증가시키거나 억제력을 감소시키는 것은 다른 힘을 감소시키거나 심지어 새로운 힘을 만들어낼 수 있다는 것을 명심하라.

포럼 다음에 대한 포럼 토론: 역장 분석. 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... 24   19 개의 댓글 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 ... 14   1 개의 댓글 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 ... 13   1 개의 댓글 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... 12   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 ... 11   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... 9   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... 5   2 개의 댓글 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... 4   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 ... 3   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... 3   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... 2   1 개의 댓글 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... 2   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!... 2   새로운 주제를 시작하거 에 대한 역장 분석 무료 가입

역장 분석교육 과정 에 대한 . 초보자 코스 고급 코스 전문가를 위한 과정

모범 사례 역장 분석에 대한 최고 평점 토론 주제. 여기에서 가장 가치있는 아이디어와 실용적인 제안을 찾을 수 있습니다. 🥇 Quotes by Kurt Lewin If you want to truly understand something, try to change it.... 36   4 개의 댓글 🥈 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?... 17   3 개의 댓글 🥉 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 ... 17   1 개의 댓글 Where does Power Come From? What is the origin of power forces?... 10   3 개의 댓글 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... 6   4 개의 댓글

전문가 팁 Force Field Analysis에 대한 고급 통찰력 (영어). 여기에서 전문가의 전문적인 조언을 찾을 수 있습니다. 컨설팅 팁 교육 팁 실용적인 구현 팁 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... Industry�s 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 Organization�s 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 Examples Typical driving forces include: felt need for change, regulation change, decreasing results, organizational crisis, bonu... Typical Restraining Forces Examples Typical restraining forces include: inertia, apathy, technology, IT, rigidity, fear for the new, budgets, hostility, dis...

정보 출처 역장 분석 에 대한 다양한 정보 출처. 여기에서 자신의 강의 및 워크샵에 사용할 파워 포인트, 비디오, 뉴스 등을 찾을 수 있습니다. 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...

도구 역장 분석에 관한 유용한 도구. 뉴스 영화 프리젠 테이션   서적 플라톤 학파 사람들 더

역장분석 관련개념 :  변화관리 빙산모델(Change Management Iceberg)  |  Catastrophe Theory [파국이론]  |  Stakeholder Analysis [이해관계자 분석]  |  내깃돈 보관자 지도로 나타내기  |  RACI 챠트  |  변화 모형 Beckhard  |  Bases of Social Power [사회적 권력의 기초]  |  DICE 모델  |  Crisis Management [위기 관리]  |  Changing Organization Cultures [조직문화의 변화]  |  Core Group Theory [핵심그룹 이론]  |  계획된 행동  |  Business Process Reengineering [BPR, 사업재구축]  |  Kaizen[카이젠, 개선기법]  |  Dimensions of Change [전략적 변화의 영역]  |  Root Cause Analysis [근원분석]  |  브레인스토밍  |  Six Thinking Hats [6색깔 모자 기법]  |  Scenario Planning [시나리오 플래닝]  |  게임 이론   |  Analogical Strategic Reasoning [유추적 전략추론]  |  Real Options [리얼옵션이론]  |  Kepner-Tregoe 매트릭스  |  OODA 루프 모델  | Levels of Culture [조직의 문화수준]  |  Appreciative Inquiry [감상적 조사법]  |  Positive Deviance [긍정적 일탈]

다른 페이지로 이동: Change & Organization [변화와 조직]  |  의사소통과 기법들  |  의사결정과 가치평가  |  윤리와 책임  |  인적 자원  |  리더십  |  프로그램과 프로젝트 관리  |  전략 및 혁신

관리 방법, 모형 및 이론 더