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Organizational Development and Change

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             To have a successful change for an organization, Lewin's force filed analysis is needed to investigate the balance of power involved in an issue, observe the most important players and target groups for a campaign on the issue, identify opponents and allies and find ways to influence each target group. According to Lewin, an issue is held in a balance by the interaction of two forces - those seeking to promote change (driving forces) and those attempting to maintain the status quo (restraining forces). Lewin viewed organizations as systems in which the present situation was not a static pattern, but a dynamic balance (equilibrium) of forces working in opposite directions. In order for any change to occur, the driving forces must exceed the restraining forces, thus shifting the equilibrium. In other words, Force Field Analysis is "a qualitative tool that analyzes the forces for and the forces resisting change. It implies two change strategies: increasing the forces for change and decreasing the resistance to change" (Cummings & Worley, 2008). In this assignment, the main triggers for change which exist today and the organization change of LVV (1995 – 1999) will be discussed in detail according to its type of change interventions made and resistances faced by using the theories and analysis mention in Cummings Worley's 'Organization Development & Change' (2008).
             2.0 Main Triggers for Change.
             "As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation." (Joseph, 2015) Competition, technology, desire for growth, need to improve processes and government regulations can be considered as the main triggers for change which exist today.


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