As pointed out by professor Safayeni, Kurt Lewin’s dynamic theory of personality represents an attempt to explain human behaviour based on how the individual perceives and acts within the context of his/her immediate psychological situation(1-Safayeni). Therefore, human behaviour is viewed as a function of both the person and the total situation, as perceived by the individual (2-safayeni).
At my previous workplace, management encouragesd employees to set their career goals with supervisors and human resources. They also provided tuition reimbursement to employees for educational advancement.
This motivates employees, because the training programs and career advancement opportunities offered by the company provides them with the skills needed in the workplace. It has also helped to retained employees, because employees see that they can advance within the organization.
As identified by Lewin’s force-field analysis, the driving force within my organization is Eemployees setting their career paths and discussing the ways through which to achieve them with supervisors and human resources. On the other hand, the restraining force is the time wasted ion training employees in career paths in which which they are not interested in.
Lewin’s force -field analysis illustrates that the restraining forces cannot be removed, but can be countered only by increasing the driving forces(3-Nurse). Therefore, through his Organizational Change, the following benefits can be seen:
- Unfreezing-. mMinimizes the forces, which maintains the status quo, need for change.
- Moving / Change –. tTrains employees in the career path they want to be in.
- Refreezing –. fForces to maintenaince of the new arrangement and helps my organization reduce the time and money wasted ion training employees in career paths they are not interested.