please write me $1000$ words on how LEGO can improve on innovation management in the future. come up with new ideas based on the following information below.

appLy Force$-$FIeLd anaLysIs

Force$-$field analysis grew from the work of Kurt Lewin, who proposed that change was a result of the competition between driving and restraining forces.Driving forces can be thought of as problems or opportunities that provide motivation for change within the organization. Restraining forces are the various barriers to change, such as a lackof resources, resistance from middle managers, or inadequate employee skills. When a change is introduced, managers should analyze both the forces that drive change $($problems and opportunities$)$ and the forces that resist it $($barriers to change$).$ By selectively removing forces that restrain change, the driving forces will be strong enough to enable implementation. As barriers arereduced or removed, behavior will shift to incorporate the desired changes. Just$-$in$-$time $($ JIT$)$ inventory control systems schedule materials to arrive at a company just as they are needed on the production line. In an Ohio manufacturing company, management$$s analysis showed that the driving forces $($opportunities$)$ associated with the implementation of JIT were $(1)$ the large cost savings from reduced inventories, $(2)$ manpower savings from needing fewer workers to handle inventory, and $(3)$ a quicker,more competitive market response for the company. Restraining forces $($barriers$)$ that

managers discovered were $(1)$ a freight system that was too slow to deliver inventory on time, $(2)$ a facility layout that emphasized inventory maintenance over new deliveries, $(3)$ worker skills that were inappropriate for handling rapid inventory deployment, and $(4)$ union resistance to loss of jobs. The driving forces were not sufficient to overcome the restraining forces.

To shift the behavior to JIT, managers attacked the barriers. An analysis of the freight

system showed that delivery by truck provided the flexibility and quickness needed to

schedule inventory arrival at a specific time each day. The problem with facility layout

was met by adding four new loading docks. Inappropriate worker skills were improved

with a training program to instruct workers in JIT methods and in assembling products

with uninspected parts. Union resistance was overcome by agreeing to reassign workers no longer needed for maintaining inventory to jobs in another plant. With the restraining forces reduced, the driving forces were sufficient to allow the JIT system to be implemented. Communication and education are used when solid information about the change is needed by users and others who may resist implementation. Gina Raimondo, the state treasurer of Rhode Island, spent most of a year traveling all over the state to educate the public, union leaders, and legislators about the need for a radical overhaul of the state$$s pension system.$$I would talk to social workers or social$-$service agencies who $...$ would ask, $$Why should I care about pensions?$$ And I said, $$Because if you don$$t$,$ your whatever it is$,$ homeless shelter, is hoing to lose X thousand dollars of funding,$$ she said. Raimondo $$conducted a long, relentless, public$-$education campaign$$ because she believed reform was essential to keep the state from going broke. Within organizations, education can be especially important when the change involves new technical knowledge or users are unfamiliar with the idea. Managers should also remember that implementing change requires speaking to people$$s hearts $($feelings$)$ as well as to their minds $($facts$).$ Emotion is a key component in persuading and influencing others. People are much more likely to change their behavior when they both understand the rational reasons for doing so and see a picture of change that influences their feelings.

Participation: Participation involves users and potential resisters in designing the change. This approach is time consuming, but it pays off because users understand and become committed to the change. At Learning Point Associates, which needed to change dramatically to meet new challenges, the change team drew up a comprehensive road map for transformation but had trouble getting the support of most managers. The managers argued that they hadn$$t been consulted about the plans and didn$$t feel compelled to participate in implementing them$\mathrm{.}106$ Research studies have shown that proactively engaging front$-$line employees in upfront planning and decision making about changes that affect their work results in muchcsmoother implementation$\mathrm{.}107$ Participation also helps managers determine potential prolems and understand the differences in perceptions of change among employees. Negotiation is a more formal means of achieving cooperation. Negotiation uses formal bar$-$gaining to win acceptance and approval of a desired change. For example, if the marketing department fears losing power if a new management structure is implemplented.