ABSTRACT
Many people and their organizations actively resist change even if the desired change guarantees the making of money creates additional job security. For any type of change to take hold within a business breadth and depth is required. Kurt Lewin's 'Force Field Theory' states that two forces come into play when change is introduced into a work setting. The first force derives from those trying to instigate change. The second force results from those who try to resist change. Lewin later developed his Force Field Theory further by introducing a 'Three Stage Approach to Change Behavior'. Initiating change in a business can be a gut-wrenching experience. Lack of experience in a change situation is not an excuse for inactivity. As part of the change process, employees worked alongside managers from the highest levels of the company. Managing change in the face of strong opposition may therefore require stern procedures that include disciplinary action, reassignment or perhaps termination.
