Force field analysis and applications

Force Field Analysis

Among change management models, the Force Field Analysis Model is one of the most famous. Kurt Lewin originally developed it, and since that time it has continued to grow and be used in numerous organizations. In my current organization, there are several issues where the model has come into play. The most important one of those issues involves the support from top management. My organization is very good about making sure management does what is needed to provide support to the workers. A recent situation came up with a new person, where she did not feel she was getting enough training from her immediate supervisor. Top management stepped in and addressed the problem right away, in order to make sure the person got the training she needed. That allowed her to learn the job properly, and also made her feel as though she was a valued member of the team. If that had not have happened, she might have quit and taken her talents elsewhere. That would have been difficult for her, but it would have also been difficult for the company. We would have lost a great worker, and would have been the company's fault for not using the Force Field Analysis Model to its greatest advantage and in the proper way. It was a very important lesson to learn, and one that the company will likely take to heart in the future.

The forces for and forces against in the model, and the way in which they inter-relate, are particularly important. In any company or organization, there are forces pushing and forces pulling. When these are in proper balance, the organization is able to move forward and continue down the right path. When they are not in balance, though, they end up causing a great many problems for a large number of people. However, if there are only forces for (pulling) and no forces against (pushing), things will be out of balance and the organization will not be able to move forward in the way it originally planned. Both restraining and driving forces have to act on the organization in order to see progress. Additionally, these forces inter-relate in another way. One pushing force generally occurs, and then a pulling force comes along and adjusts for it. As long as there is a pulling force to adjust for each pushing force, the organization will be able to advance. When there are pushing forces that do not have pulling forces to offset them, that is where stagnation and other problems can occur. The driving and restraining forces have to be in balance and inter-related or there is not going to be a significant forward motion made in any organization.