Abstract
Based on Lewin’s field theory, which can be described as a classic of change management, a model is developed with nine success factors that generally need to be considered for change processes. It is based on the assumption that the people involved in the change process always need orientation about goals and the progress of the changes. Furthermore, not only should sufficient motivation be ensured to tackle change processes in the first place, but also that motivation has to be maintained during the course of change to ensure sustainable success.
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Notes
- 1.
See Lewin (1963), fig. type: Line figure.
- 2.
See Bea and Haas (2001, p. 127 ff.).
- 3.
See Staehle (1999, p. 592).
- 4.
See Reiß (2011, p. 198 f.).
- 5.
- 6.
In the consistency theory of the neuroscientist Klaus Grawe (2004, see above all p. 231 ff.), orientation and control are among the four basic human needs, along with attachment, pleasure gain or loss of pleasure and self-esteem enhancement.
- 7.
See Beck (2003).
- 8.
See Spitzer (2000).
- 9.
See Schulz von Thun (2008, Vol. 2, p. 47).
- 10.
See Deci and Ryan (1985).
- 11.
See Vroom (1964).
- 12.
See Capgemini (2008, Fig. 23).
- 13.
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Lauer, T. (2021). A Success Factor Model of Change Management. In: Change Management. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-62187-5_5
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