Field Theory Application

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Introduction

Field theory was developed by Kurt Lewin in 1951. The theory has gained a lot of significance over the years and its applicability has increased significantly in various domains such as physical and social sciences. According to Martin (2003), field theory tries to explain how change occurs in various amongst individuals and organizations. The theory asserts that change emanates from interaction between various elements which have distinctive characteristics.

Moreover, the field theory assumes that such interactions are affected by various forces that emanate from within or from the external environment. Martin (2003) asserts that ‘the theory has several generic characteristics no matter the domain of its application’ (p.9). Some of the major domains within which field theory is applied include process management, social science, change management and organizational development. This paper is aimed at explaining various domains within which field theory is applicable.

Field theory and change management

One of the domains within which field theory is applied relates to change management. Currently, organizations are facing numerous challenges arising from the internal and external business environments. This is further emphasized by Staver (2012) who asserts that ‘firms in different economic sectors are facing unprecedented speed of change that requires them to adjust their operations in order to survive’ (p. 60).

Change impacts all organizations irrespective of their size, economic sector or structure. The impact can either be positive or negative. For example, change can lead to conflict between a firm’s management team and the lower level employees. Consequently, it is important for firm’s management teams to be effective in implementing change.

Field theory plays a fundamental role in firms’ effort to implement change. This is made possible by the fact that the theory illustrates the various forces that impact change. The theory enables firms’ management to establish the various forces that may affect the change process. According to the theory, some forces drive change while others restrain its occurrence (Jeong 2009). These forces emanate from various sources such as individual’s needs, capabilities and interests.

In the process of implementing change, it is essential for firms’ management teams to be agile and swift. However, existence of restraining and driving forces may hinder attainment of the desired objective. To implement their desired change, it is essential for firm’s management teams to develop a comprehensive understanding of their employees’ behavior. The reaction by employees towards the desired change may stimulate or hinder attainment of the set organizational goal.

Field theory underscores the importance of understanding individuals’ behavior prior to implementing the desired change. According to Hughes and Wearing (2012), ‘field theory attempts to map the environment or field within which individual and group behavior occurs’ (p.63). The theory assumes that individual and group behaviors are determined by various forces. Some of these forces may originate from various sources such as the family, learning institutions and the workplace.

The theory further emphasizes the importance of focusing on group behavior rather than concentrating on individual behavior. This is due to the fact that individuals’ behavior and actions are influenced by group norms, culture, rules and regulations (Hughes & Wearing, 2012). According to field theory, individuals have certain conceptions regarding the likelihood of change occurring within their field.

This is underlined by Martin (2003) who is of the opinion that ‘the fields are in continuous state of adaptation which is referred to as a quasi-stationary equilibrium’ (p. 18). The theory assumes that the success with which change is implemented is dependent on the effectiveness with which balance is established various between the driving and the limiting forces.

Field theory and organizational development

In addition to change management, field theory is also applicable within the organizational development domain. Organizations are facing intense competition arising from factors such as high rate of globalization. In the course of executing their duties, employees are required to balance between work and life demands.

Such pressures may lead to conflict of interest between employees and the organization hence limiting organizational development. To enhance organizational development, field theory, asserts that it is paramount for firm’s management teams to factor in the various organizational components.

One of the areas that firms should focus on is the human dimension. This arises from the fact that organizational success is dependent on the effectiveness and efficiency of the various departments. Field theory is very relevant in organizational development. The theory explains how individual and group behaviors are interdependent. Thus, it is essential for firms’ management teams to analyze individuals and their respective environments.

Field theory provides organizations’ with an opportunity to understand and predict their employees’ behavior (Burnes, 2004). According to Martin (2003), individuals’ behaviors vary depending on the tension between their personal perception and that of their environment.

Martin further asserts that individuals’ behaviors are shaped by opposing psychological and social forces. As a result, it is important for firm’s management teams to understand the relationship that prevails between their workforces. Jeong (2009) is of the opinion that psychological field is comprised of various stimuli that influence the relationship developed between individuals.

According to this theory, the psychological climate developed by individuals can promote or hinder creation of attitudes that influence the success of the change process. For example, some individuals may develop attitudes that lead to creation of trust or mistrust amongst each other.

Furthermore, the attitude developed by an individual may support or inhibit closed or open communication between the various stakeholders. According to Jeong (2009), communication plays an important role in the change management process. This is due to the fact that it impacts the relationship developed between the parties involved in a conflicts.

Field theory and process management

Process management refers to application of various systems and techniques whose objective is to control and improve the outcome of certain processes. Currently, organizations are integrating planned change by incorporating project management. However, the outcome of such projects depends on the firm’s management teams to manage interdependence between various project teams. Field theory plays an important role in managing groups.

This is due to the fact that it enables firm’s management teams to understand and improve the relationship between various groups. Additionally, field theory plays a fundamental role in minimizing conflict between project team members. According to Lewin, conflicts are a part and parcel of human relationships.

However to continue working together within the society and in the workplace, it is important for the conflicts between individuals to be effectively resolved (Martin, 2003). This is only possible if the parties charged with the responsibility of resolving conflicts understand individuals’ behavior. This creates an opportunity to establish a point of equilibrium between the various competing forces.

Personal opinion on whether field theory fully explains the differences between subjective and objective approaches

There are various approaches that can be used to explain individuals’ behavior. Some of these approaches include subjective and objective approach. Field theory states that understanding human behavior can only be achieved by integrating objective approach (Martin, 2003).

The approach stresses on the importance of ensuring that individuals’ fields or forces are effectively analyzed and understood. On the other hand, subjective approach asserts that for one to understand individuals behavior, he or she must evaluate their past situations and experiences. Moreover, subjective approach asserts that the individuals’ future actions should be predetermined in trying to understand their behavior. However, predetermine one’s behavior is difficult which limits the probability of understanding their behavior.

According to field theory, individuals’ behavior can only be understood by analyzing their current situations which is an objective approach. Consequently, field theory advocates for objective approach in understanding individuals’ behavior rather than relying on subjective approach.

Conclusion

From the above analysis, it is evident that field theory is applicable in various domains. Some of the domains evaluated in this paper include change management, organizational development and process management. Currently, organizations are facing numerous changes that emanate from various sources. Consequently, it is paramount for firms’ management teams to adjust their operations in order to survive. In the process of implementing change, most organizations ignore the human dimension. This can adversely affect organizations effectiveness in implementing change due to existence of conflicts and resistance.

Field theory is also applicable in the process of enhancing organizational development. The theory enables firm’s management teams to establish a balance between conflicting interests amongst its workforce. According to the theory, it is paramount for firms’ management teams to understand individuals’ behavior and analyze their environments.

The theory is applicable in organizational development and change management in that it enables firm’s management teams to understand the various forces and situations that influence behavior. Some of these forces relate to social and psychological forces. This forms the basis of enhancing relationship amongst employees.

The theory further emphasizes the importance of analyzing the behavior of the group or groups within which an individual belongs. This arises from the fact that individuals’ behaviors are shaped by the norms, rules and regulations of their respective groups.

According to the theory, it is important for one to focus on understanding the behavior of individuals with regard to their current situations rather than focusing on their past or future situations. This is due to the fact that situations lead to development of diverse psychological fields that are characterized by unique forces.

The forces within a particular field influence development of certain behaviors and hinder development of certain behaviors. Field theory is also applicable in process management in that it enables firms to establish a point of equilibrium between various forces.

The above analysis has also highlighted the difference between subjective and objective approaches to change management. This has been attained by illustrating how objective and subjective approaches impact the outcome of one’s effort to understand individual behavior.

Objective approach emphasizes on focusing on the current situation while subjective approach emphasizes on the need for evaluating an individual’s past and the future individual actions in order to establish their behavior. Field theory asserts that understanding individuals’ behavior can only be achieved by integrating objective approach. In summary, the above analysis shows that field theory can be applied in various domains.

Reference List

Burnes, B. (2004). Kurt Lewin and complexity theories; back to the future. Journal of Change Management, 4 (4), 309-325.

Hughes, M., & Wearing, M. (2012). Organizations and management in social work; everyday action for change. New York: Sage.

Jeong, H. (2009). Conflicting management and resolution: an introduction. New York: Routledge.

Martin, J. (2003). What is field theory? American Journal of Sociology, 109(1), 1-49.

Staver, M. (2012). Leadership is not for cowards; how to drive performance by challenging people and confronting problems. New Jersey: Wiley and Sons.

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