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The formula for change was created by David Gleicher while he was working at Arthur D. Little in the early 1960s,〔Cady, S.H., Jacobs, J., Koller, R., & Spalding, J. (2014). The change formula: Myth, legend, or lore. ''OD Practitioner. 46''(3). 32-39.〕 and refined by Kathie Dannemiller in the 1980s.〔Wheatley, M. J., Tannebaum, R., Yardley, P. Y., & Quade, K. (2003). ''Organization development at work: Conversations on the values, applications, and future of OD''. San Francisco, CA: John Wiley & Sons.〕 This formula provides a model to assess the relative strengths affecting the likely success of organisational change programs. ==Dannemiller version: D x V x F > R== Three factors must be present for meaningful organizational change to take place. These factors are: D = Dissatisfaction with how things are now; V = Vision of what is possible; F = First, concrete steps that can be taken towards the vision; If the product of these three factors is greater than R = Resistance then change is possible. Because D, V, and F are multiplied, if any one is absent (zero) or low, then the product will be zero or low and therefore not capable of overcoming the resistance. To ensure a successful change it is necessary to use influence and strategic thinking in order to create vision and identify those crucial, early steps towards it. In addition, the organization must recognize and accept the dissatisfaction that exists by listening to the employee voice while sharing industry trends, leadership ideas, best practice and competitive analysis to identify the necessity for change. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Formula for change」の詳細全文を読む スポンサード リンク
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