Force-Field Analysis and the Forces That Drive or Restrain the Change Process

Force-Field Analysis
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Force-Field Analysis
Ahlstrom (2020) argued that modern business environments are characterized by volatility, uncertainty, dynamic change, and aggressive competition. As a result, organizations and their leadership teams must implement effective measures to deal with delays. Changes are inevitable in most organizations, as may be occasioned by adopting new business models, applying improved technologies, new regulatory policies, and changing demographic trends (Jabri & Jabri, 2022). Understanding the concept of force field analysis presents a candid way to understand diverse change initiatives.
Discussion
As mentioned above, the advent of change necessitates that organizations adequately prepare to approach or address the change through sufficient involvement of all the stakeholders in the organization. In this regard, force-field analysis is an efficient approach to change processes, as it acts as a diagnostic tool to help the organization assess its readiness for change. As Shirey (2013) explains, force-field analysis aids in identifying and prioritizing the requisite preparations necessary before the implementation of change processes can be rolled out. This is important in cases where readiness or receptiveness to change is low. The underlying notion guiding the force-field analysis framework is that certain situations are as they are because there is a state of equilibrium between forces that support change and those that oppose change. Hence, change can only be actualized by strengthening the muscles for change and weakening those that resist change.
Kurt Lewin’s Force Field Analysis Model
Source: Lewin (1951)
The Force Field Analysis framework comprises distinct steps that ought to be followed to assess the viability of change initiatives. The steps are outlined below.
* Assessment of the current situation: This initial step generates the change process. It involves the identification of current circumstances, challenges caused by the issue that need to be solved, and employees’ attitudes toward change.
* Definition of the objective being pursued: Expected outcomes of the change initiative are identified so that the steps followed are clearly defined as the change process is initiated.
* Identification of the driving forces: Driving forces include those factors that agree with the change process or those upon which the change process is dependent.
* Identification of restraining forces: Restraining forces are the factors that will hamper the achievement of the change initiative. These factors attempt to counter the impact of the driving forces.
* Evaluation of the forces: The influence of each party needs to be evaluated by assigning scores or determining the impact that each of them may have. It is then possible to assess the viability of the proposed change.
* Creation of an action plan: Based on assessing the viability of the change initiative, an action plan is then formulated and may focus on strengthening the driving forces and suppressing the forces opposed to the change initiative.
Forces Driving Change Processes
Within specific organizational contexts, change may be driven by both external and i...