Kurt Lewins Force Field analysis closely relates to that of the humanistic approach and social changes.

His theory closely analyzes how new ideas are implemented and ensuring a safe working environment. After closely reading Lewins theory, I can see clearly why some would be less adept to new ideas or changes. Lewin explains within his analysis two forces at work when introducing a new change. There are the driving forces and then there are restraining forces. These two forces must coincide in order to reach equilibrium. Like in the education force, when introducing a new curriculum, compromise must be reached in order for it to work. Weather it is the driving force or the restraining force. The best quote to define this theory will have to be, An issue is held in balance by the interaction of two opposing sets of forces - those seeking to promote change and those attempting to maintain the status quo (Lewin, n.d.) Of the four frames, I would have to say that this theory closely relates to the Human Resource frame. The force field theory considers two opposing forces reaching a compromise. Such as this, the human resource takes into consideration the different employees, as without them, there is no workforce. So in order for an organization to survive the balance must be reach between the leaders and that of the workers. References: Bolman, L. G. & Deal, T. E., (2008). Reframing Organizations: Artistry, Choice, and Leadership (4th Edition). Publish by Jossey-Bass A Wiley Imprint, 989 Market Street, San Francisco, CA 94103-1741-www.josseybass.com Carter, E. (2008). Successful Change Requires More Than Change Management. The Journal for Quality & Participation. Scribd. Retrieved from: http://www.scribd.com/doc/39784660/Kurt-Lewin-Changes Connelly, M. (2012). Change-Management-Coach.com. Retrieved from: http://www.change-management-coach.com/force-field-analysis.html