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<p>This article in the journal “Gruppe. Interaction. Organization. (GIO)” discusses new challenges organizations are facing from the field-theoretic perspective of driving and restraining forces. Kurt Lewin’s field theory describes the dynamic interaction between the individual and the environment, provides ways for the systematic identification of driving and restraining forces and thus offers a&#xa0;framework for analysing, explaining and changing human behaviour, e.g., when confronting new challenges. This perspective is illustrated using two exemplary fields of application: The <i>introduction of digital technologies</i> is changing the working world and living spaces of employees by creating new digitalisation-related stressors that can be understood as barriers and restraining forces in Lewin’s sense. Analysing these factors also allows us to identify resources and driving forces that can promote digital transformation at the individual, organisational and societal levels and mitigate stress. The <i>integration of people with a&#xa0;migration background</i> into organizations represents a&#xa0;challenge both for migrant workers and for those already working in the organizations. Here, too, new forces are emerging, characterised by push and pull factors on the one hand, and stay and stay-away factors on the other. The forces associated with the introduction of new technologies and the integration of people with a&#xa0;migrant background can also be used synergistically.</p>

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Neue Herausforderungen für Organisationen – eine Interpretation anhand lewin’scher Feldkräfte

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年12月1日

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  • Erika Spieß,
  • Julia A. M. Reif

摘要

This article in the journal “Gruppe. Interaction. Organization. (GIO)” discusses new challenges organizations are facing from the field-theoretic perspective of driving and restraining forces. Kurt Lewin’s field theory describes the dynamic interaction between the individual and the environment, provides ways for the systematic identification of driving and restraining forces and thus offers a framework for analysing, explaining and changing human behaviour, e.g., when confronting new challenges. This perspective is illustrated using two exemplary fields of application: The introduction of digital technologies is changing the working world and living spaces of employees by creating new digitalisation-related stressors that can be understood as barriers and restraining forces in Lewin’s sense. Analysing these factors also allows us to identify resources and driving forces that can promote digital transformation at the individual, organisational and societal levels and mitigate stress. The integration of people with a migration background into organizations represents a challenge both for migrant workers and for those already working in the organizations. Here, too, new forces are emerging, characterised by push and pull factors on the one hand, and stay and stay-away factors on the other. The forces associated with the introduction of new technologies and the integration of people with a migrant background can also be used synergistically.