Force Field Analysis (FFA) is a management technique that was developed by Kurt Lewin to aid in decision making especially in the planning and implementation of organization’s program (Lewin, 1946). The method has been approved by many scholars for being highly reliable in getting a profound overview of the various forces that affect organizational change while at the same time weighing their strengths. The technique is more appropriate when dealing with a small business with few employees that can use overhead transparencies with the intention of making everyone view what is going on. Force Field Analysis begins with an agreement on the change to be looked into which might be touching on the organization’s objective or set policies (Shrivastava et al., 2017). The forces supporting the desired change are indicated in a column to the left while those against are listed on the right side, an indication that they are holding the amendment from going forward. The two different types of forces are then weighed on a magnitude scale that can have numbers to determine the score.
During the initial stages discussed, a Force Field Analysis requires a rich discussion so that the key issues are critically analyzed in order to come up with informed decisions. A record of the issues that have been agreed upon can also be kept to minimize the time used for the analysis. The major goal of the extensive dialogue or debate is to find out ways in which the restraining forces can be minimized or adjusted to reinforce the driving forces. Kurt Lewin’s approach was a significant discovery in the field of social psychology because he revealed that people not only strive to achieve their inner urges but also try to balance their desires and expectations with external forces from the environment (Swanson & Creed, 2014). Therefore, organizations, just like people, should be flexible and change their behavior depending on the forces.
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The Force Field Analysis technique proves that change can be difficult to embrace because of fearing undesired outcomes and therefore more contended with the status-quo. Any forces trying to change the agreed and standard rules of behavior will, therefore, be met with a certain degree of resistance predictable in the FFA. The analysis can be done on different types of change emanating from the work behavior, introduction of new technology and machines, and the adjustment of the production mechanisms (Burnes, 2004). Besides, the technique identifies the obstacles that might prevent the change and enable a company to take the necessary measures to tackle the difficulties. The deep consultations also make the members feel responsible for the policies made and guide the implementation process seriously to avoid partial elimination of the obstacles identified.
People from different organization’s department should make an effective Force Field Analysis in order to promote a multifaceted approach on an issue presented. The participants can be drawn from employees, internal clients, managers and even technicians from different fields. Shareholders can also be included in order to have a diversified approach regarding a controversial matter. Using few departments or professionals from a similar field result to a one-sided analysis that might place other people in the organization at a disadvantage thus, negatively affecting the realization of the set profit goals.
Force Field Analysis can also be done on life issues to determine the right actions to take when there is a need for change geared towards self-actualization. The issue of focus in my life will be a plan to increasing the time spent on studies especially at home in order to improve my grades. The restraining and the driving forces will be scrutinized after a diagrammatic representation and scores assigned to determine the magnitude of the factors. Besides, an intervention mechanism will be discussed.
Fig 1 : A Force Field Analysis on an important issue in my life.
F
Plan: Increasing the time spent on studies at home.
orces for Change
Forces against Change
4 
3
4 
2
4
3
3
4
Total score =15 Total score =12
Each force, in this case, has been rated depending on the importance and the level of control exerted on the force. From the illustration, it is possible to use forces to explain others in order to evaluate their effectiveness. Spending more time in studies at home will overly have more benefits in my life compared to the foregone opportunity cost that might be reevaluated at a later stage in life after the most important issue, which is scoring high grades, acquiring the necessary knowledge and skills to change the world. The forces against the change can be reanalyzed to ensure I do not lose important network with friends that contribute heavily to one’s social wealth. The analysis and the scores assigned makes possible to determine the degree of impact should I decide to implement my plan. Self-esteem and confidence can also be seriously affected if the intended positive results in academics are not achieved. However, this cannot act as a strong restraining force because I will appreciate my results for the full dedication of my free time out of school. The challenges in implementing the plan prove that Lewin had profoundly researched on the theory before coming up with the argument that change is difficult to implement and many people would prefer to remain the same.
References
Burnes, B. (2004). Kurt Lewin and the planned approach to change: a re ‐ appraisal. Journal of Management studies , 41 (6), 977-1002.
Lewin, K. (1946). Force field analysis. The 1973 Annual Handbook for Group Facilitators, 111-
113.
Shrivastava, S. R., Shrivastava, P. S., & Ramasamy, J. (2017). Force field analysis: An effective tool in qualitative research. Journal of Current Research in Scientific Medicine , 3 (2), 139.
Swanson, D. J., & Creed, A. S. (2014). Sharpening the focus of force field analysis. Journal of change management , 14 (1), 28-47.
