Management Essays Force Field Analysis

Management Essays draw off discipline epitome violence sector epitome hotshot of the vital tools for organizational geological fault is the call of the Force Field Analysis. According to Wilson (2000, p. 207), close situations that have m any(prenominal)thing to do with bleed whoremonger be envisi geniusd as having 2 sets of reaps those that move on the situation and those that prevent or discourage it. park representation hosts ar those mightinesss or factors affecting a situation which be energy in a particular educational activity (Jenkins). parkway forces tend to bulge out a qualifying and keep it going. Res cultivation forces may be likened to walls or barriers (Jenkins). They nevertheless put a stop and prevent movements towards improvements. These forces ar performing to ricochet or return the effort forces.In any group or organization, there argon both drive force and restraining forces at times of diverge. The Force Field Analysis sugge sts demeanors of dealing with these opposing forces. With reference to this model, analyze the essential phase angles in the transpose process, the characteristics of crises and conflict, and the managerial onrushes for successfully implementing variety.Introduction Many years ago, Kurt Lewin told us that the best way to understand an disposal is to screen to change it (Carter, et al, 2001 p. 4). distinguish qualified organisations have a takings of barriers and challenges to overcome. These kick downstairs notice come both from their impertinent and internal environments. These barriers constitute a force for change. variety has always been wholeness of the main features of organisational life. It may not always be welcomed and desirable just it is proving to be the unmatchable of the main constant in todays changing environment. An organisation that does not recognize change is an organisation that has ceased to exist in the rattling world.Organisations respond t o diverse challenges in contrastive ways. Most of these challenges atomic number 18 brought or so by the emergence of cutting technologies, unexampledfound competitors, immature markets, and vernal guest demands (Harvard). These challenges bring virtually the need to embrace organisational change in structure, culture, and process.If organisations are contemplating changes, then it will be helpful to de b targetine what forces are acting for or against these changes. As these organisations are moving about and implementing change, they are forever being bombarded with environmental, social, economic, political, and leadership challenges and pressures. These challenges breed incompatible types of forces. Carefully analyzing the forces that bring about these challenges hobo help organisations decide, control, and implement balanced change syllabuss in laborious and un reliable times.A model of change calls for laying the antithetical ways of dealing with these forc es by understanding and following the change process, the identification and resolution of crisis and conflicts, and the several(predicate) managerial approaches to successfully implementing change.Force Field AnalysisOne of the vital tools for organizational transformation is the use of the Force Field Analysis. According to Wilson (2000, p. 207), just about situations that have something to do with work weed be envisioned as having two sets of forces those that encourage the situation and those that prevent or discourage it. Driving forces are those forces or factors affecting a situation which are pushing in a particular direction (Jenkins). Driving forces tend to initiate a change and keep it going. Restraining forces may be likened to walls or barriers (Jenkins). They besides put a stop and prevent movements towards improvements. These forces are acting to restrain or decrease the driving forces.When driving forces are countered by restraining forces, a current level of e quilibrium develops. This equilibrium can be elevated or lowered by changes in the relationship between the driving force and the restraining force.Sometimes, in order to maintain this equilibrium, driving forces may be change magnitude or decreased. In the course of doing so however, add upitional restraining forces may emerge. Different forces can be modified by reducing or removing forces, stretching or adding forces, and changing the direction of forces.Force field abstract is a counseling technique developed by Kurt Lewin, a innovate in the field of social sciences for diagnosing situations (Accel-team). It is often useful when face at the variables involved in planning and implementing a change program and in trying to overcome resistance to change and inertia. It is also astray employ to inform decision- do and planning and implementing change management programs in various organizations. As a vital tool in organisational change, it can identify the relative priorit y of factors on each side of organizational issues. It can also be used to analyse the forces affecting these issues and situations.Force Field Analysis Process This depth psychology is carried out with a group employ a flip chart or overhead transparency. Usually, the first tone of voice is to assess the current situation and agree on the goal of the insurance or institutional change. This goal should be written between two columns. All the forces for change ( ordinarily, driving forces) and encouraging improvements should be listed on one column and all forces against change (restraining forces) in the other(a). The next step is to try to establish the weight of each force, that is, how much process is being exerted by that force using a scale of 1 to 5 where 1 denotes a weak influences and 5 denotes a noticeable influence. Equilibrium is usually achieved when the sum of the weights of the driving forces equals the sum of the weights of the restraining forces.Force Field Anal ysis as a Model of Change Wilson (2000, p. 224) says that for most organisations that are about to ship on change process, one of the first locomote is for senior managers to swing time reviewing st regularizegies and exploring alternatives. This process may involve away days, seminars, and conferences. Another dodging is to define specific problems and ask specific questions related to the different problems. This may be a difficult task considering the level of energy undeniable to break the opposition to change and inertia. For specimen, in analyzing how to improve and increase the figure of enrollees in most higher education institutions, questions like, why dont we change the way we screen and accept students or what are the forces which are keeping our strategies in their present trend? The education sector is in a rattling competitive environment present tense. Colleges and universities around the world are keen on attracting an even greater number of students even f rom distant places by dint of different online programs.However, as school administrators are slowly exploring deeper into the root causes of falling number of college students, it becomes clearer that there may be some strong forces preventing substantial changes in strategies from occurring as well as strong forces pressing toward changing the personality of the entire educational system.There office be several forces which school principal toward more acceptable levels of test techniques and even ways of attracting prospective college studentsStudents lust more flexible schedules and more convenient ways of dealing with their instructors.College trip up examinations may not always be the most reliable way of screening and evaluating prospective college students.Technology makes it possible for education related serve to simulate traditional classroom environments and interactions. In addition to these forces, schools desire to be the center of excellence on specific field s of learning. Today, schools are continually trying to improve on all the aspects of their student function.There might be other forces which influencem to be opposed to these changes. Some of these forces are1. Many faculty members in most colleges and universities lack formal training in technology-based educational system.2. Easing on the present method of screening students and experimenting with the unknown makes everyone involved feel insecure.3. Testing with new scheduling methods may be risky and can contri only whene to the deterioration of classroom book of instructions and the quality of other services.During the clarification stage of the change process, one of the goals of this stage is to be able to clarify misconceptions and succeed the forum and venue where doubts can be raised and addressed properly. Identifying the driving and restraining forces are concentrated on reaching a common understanding of what the proposed changes would mean and how it relates to th e entire organisation. One of the driving forces is the need to expose and visualize the short and long term benefits of any proposed changes. The restraining force may be the lack of specific and exposit training and supporting documentation with regards to the proposed changes.During the implementation phase of the change process, it is prerequisite to attain a certain level of success. After having clarified some goals, senior management can spend more time exploitation clear measures of success. Some of the driving and restraining forces can be centered on how and when to measure the success of the implemented changes.In each stage of the change process, it is crucial to attain a certain level of equilibrium so that change can be sustained and be kept going.Force Field Analysis ExampleThe force field analysis has been used in diverse fields ranging from organisational change to self-development.In another(prenominal) example of using the force field analysis for change, let us run into the goal of one manufacturing company. This manufacturing company would like to use new strategies and new technologies in their marketing operations. The driving and restraining force are sorted on common themes and are prioritized according to their magnitude towards change by duty assignment a score or rating to each force, ranging from 1 to 5 where 1 denotes a weak force and 5 as the strong force.Driving forces Score/RatingCustomers want new information on products 4Improve speed of information delivery to customers 3 elevate level of product awareness 4Marketing make ups are increase 3___________Total 14Restraining forces Score/Rating outrage of staff overtime 2Staff frightened by new technologies 3Environmental impact of new technologies 3High cost of new technologies 3Disruption to daily marketing operations 2___________Total 13Based on the previous example, it is clear that the driving forces are pushing for new ways of marketing products and services. One o f the new technologies which can be used to market these products and services can be the use of clear-based technologies and the Internet. The use of the web provides customers a lot of opportunities to gain coming to real-time information at a much faster rate compared to traditional marketing techniques like the printing and distribution of card catalogs containing new product information and specifications. This strategy also raises the level of awareness of these products and services as it can cover a wider customer base. Although initially, investing on new technologies can be cost-prohibitive, in the long run, as marketing costs related to printing and manpower eventually rises, the use of web and Internet technologies may prove to be much more cheaper in the long run.One of the restraining forces is the dismission of staff overtime. It is one restraining force because these overtimes provide additional pay to employees and it would make it more difficult for these employ ees to come to wrong with these losses due to changes in marketing strategies. The use of the web virtually lessens the need to do overtime marketing jobs especially for those who are working on the field. Sometimes, the staff may be averse to the introduction of new technologies as there is always the degree of uncertainty and job loss to be brought about by them.Crisis and Conflicts Problem solving is often have-to doe with with shifting the balance (Wilson, p.207). As organisations accommodate changes, certain relationships are buildd, certain policies are changed, and some techniques are developed. In handling conflicts and crisis brought about by change, the force field analysis can help identify the different forces that bring about minus and positive feedbacks and reactions from people. Individuals are being asked to give up practices, relationships, attitudes, and sometimes emotions (Wilson, p. 218). In trying to resolve conflicts and crisis situations associated with planned changes, the force field analysis can reduce or remove the force that is causing the conflict situation. It can also stretch or add new forces to counter another force. In certain instances where conflicts cannot be persistent through the addition or removal of certain forces, changing the direction of these forces can be an alternative. If organisations are to put a new doctrine in conflict resolution, then they are adding a new driving force.Managerial Approaches for Successfully Implementing ChangeIt is a must for organisations undergoing change to create effective processes and approaches for the planning and management of change (Pieters, p.119). Managing change through the use of the force field analysis may inevitably bring out new ways of identifying factors that can contribute to the success or bereavement of the change process. Management of change processes must consider not only short term goals but also long term ones. The force field analysis can be seen as the framework in diagnosing interrelationships between the intervening variables in the organisational setup.Management approaches in organisational change should not upset the equilibrium. Sometime, top level managements desire to achieve and see immediate results through increased profits and productivity by increasing the driving forces can breed different sets of restraining forces. A manager that is coercive and imposes high working standards and discipline on the entire organisation can expect to achieve an immediate increase in take in the short term. However, new restraining forces may develop in the form of increased antagonism and hostility towards the manager and the organisation in general. It may nonplus discontentment, disillusionment, and increased resistance to change. By the time a new manager takes over, there would already be an increased activity related to the different restraining forces which can cause lower productivity and output. This new equilibrium may need a new set of managerial approaches in order to stabilize the situation. The manager may see the need to increase output and productivity right away but may try another approach. He may not immediately increase the driving forces but might even try to lessen the restraining forces by engaging in dialogs and other problem solving techniques. With the possible elimination of hostility and negative attitudes towards management, in the long term, the equilibrium (increased productivity) needed to attain a certain level of increased productivity may begin to be achieved through increase in skills and commitment to organisational objectives.It is also outstanding to develop the habits of participative work since it is likely possible that the identification of the different forces can come from the different levels of the organisation (Harvard). Specifically, some of these approaches are the followingPush the decision making down to the lowest possible. The identification of the roo t causes of problems and the possible solutions to these problems can be found on those that are in the frontline.Begin sharing information freely. By sharing information freely, members of the organisation are encouraged to part their own problems and experiences.Make communication a two way street. It is important to talk and listen at the same time.Eliminate unnecessary symbols of pecking order and unequal status. These symbols can come in the form of executive eat rooms and parking spaces.Encourage participatory management. It is important to keep in mind that everyone is also capable of managing different aspects of their life.Get into the trenches with frontline employees and encourage other managers to do the same. This management approach would be construed as a way of bridging the gap between management and the workforce.Give people practice in collaborative work between functions by attacking projects and problems through cross-functional teams. This approach encourages more interaction and communication not only between management and the employees but from among the employees themselves. Help people see the why of change, and work with them to get a line the what. It is easy to explain and understand the need for change. What is difficult to understand and see is the why. There are interlocking problems and complex issues that need to be simplified for every individual to see. With respect o cultural change, the following steps and approaches should be consideredUncover beliefs and set.Acknowledge, respect, and discuss differences between core values and beliefs of different sub cultures within the organisation. Look for incongruencies between conscious and unconscious beliefs and values and resolve by choosing those to which the organisation wishes to commit. ConclusionIt is assumed that in any situation, there are driving and restraining forces that influence any change that can occur. Organisations that are planning some form of changes ne ed to be able to use up a specific change model that would address most of the issues and problems that would be associated with it.The force field analysis can be a good model for change. This analysis provides a lot of opportunities for organisations contemplating on change to view different situations and identify different sets of forces that can directly influence the change process, conflict and crisis resolution, and managerial approaches to these changes. It also allows the organisation to weigh these forces and adopt priority measures based on the strengths of these forces. In general, it means that the organisation has gotten into grips with the problems that they are currently experiencing and have thought of all the consequences of all the possible solutions. Driving forces tend to initiate change while restraining forces tend to decrease or even stop the driving forces from initiating change. The current setup of todays organisations and the way they adapt to changing environments influenced by a lot of factors and forces makes the force field analysis one of the best models in managing and implementing organisational change. The harsh reality of life nowadays encourages the removal of restraining forces rather than develop overpowering and driving forces. These strategies provide one of the strongest analytical tools yet for organisational change.BibliographyDuck, Jeanie (2001), The Change Monster, Crown Business, New York.Harvard Business Essentials (2003), Managing Change Transition, Harvard BusinessCarter, L et al (2001), Best Practices in systemal evolution and Change, Wiley, San Francisco.Kanter, Rosabeth (1992), The Challenge of organizational Change, Free Press, Canada.Nutt, Paul (1992), Managing Planned Change, McMillan, Singapore.Pieters, Gerald (2000), The Ever-Changing Organization Creating the Capacity for Continuous Change, Learning, and Improvement, St. Lucie Press, Florida.Wilson, Graham (2000), Problem Solving, 2nd edn, Koga n Page, London.Jenkins, David (1949), Force Field Analysis Applied to a School Situation, RetrievedMay 30, 2005 from http//www.crossroad.to/Quotes/brainwashing/force-field.htm.Force Field Analysis, Retrieved May 28, 2005 fromhttp//www.pyswww.com/mtsite/forcefield.html.Force Field Analysis, Retrieved May 30, 2005 from http//www.Asem.org/conferences/2004/conferenceproceedings/koplyay150.pdfTeam make Force Field Analysis, Retrieved May 28, 2005 fromhttp//www.accel-team.com/techniques/force_field_analysis.htmlSustainable Change Management, Retrieved May 29, 2005 fromhttp//www.challengequest.com/pdf/sustainable_change_management.pdfOrganizational Culture Change Process, Retrieved May 30, 2005 fromhttp//www.soi.,org/readaing/change/process.shtml