Force Field Analysis
Force field analysis is
a management technique developed by
Kurt
Lewin, a pioneer in the field of social sciences, for diagnosing
situations. It will be useful when looking at the variables involved in
planning and implementing a change program and will undoubtedly be of
use in team building projects,when attempting to overcome resistance to
change.
Kurt
Lewin assumes that in any situation there are both driving and
restraining forces that influence any change that may occur.
Driving Forces
Driving forces are
those forces affecting a situation that are pushing in a particular
direction; they tend to initiate a change and keep it going. In terms of
improving productivity in a work group, pressure from a supervisor,
incentive earnings, and competition may be examples of driving forces.
Restraining Forces
Restraining forces are
forces acting to restrain or decrease the driving forces. Apathy,
hostility, and poor maintenance of equipment may be examples of
restraining forces against increased production. Equilibrium is reached
when the sum of the driving forces equals the sum of the restraining
forces. In our example, equilibrium represents the present level of
productivity, as shown below.
Equilibrium
This equilibrium, or
present level of productivity, can be raised or lowered by changes in
the relationship between the driving and the restraining forces.
For illustration,
consider the dilemma of the new manager who takes over a work group in
which productivity is high but whose predecessor drained the human
resources.
The former manager had
upset the equilibrium by increasing the driving forces (that is, being
autocratic and keeping continual pressure on subordinates) and thus
achieving increases in output in the short run.
By doing this, however,
new restraining forces developed, such as increased hostility and
antagonism, and at the time of the former manager's departure the
restraining forces were beginning to increase and the results manifested
themselves in turnover, absenteeism, and other restraining forces, which
lowered productivity shortly after the new manager arrived. Now a new
equilibrium at a significantly lower productivity is faced by the new
manager.
Now just assume that
our new manager decides not to increase the driving forces but to reduce
the restraining forces. The manager may do this by taking time away from
the usual production operation and engaging in problem solving and
training and development.
In the short run,
output will tend to be lowered still further. However, if commitment to
objectives and technical know-how of the group are increased in the long
run, they may become new driving forces, and that, along with the
elimination of the hostility and the apathy that were restraining
forces, will now tend to move the balance to a higher level of output.
Managers are often in a
position in which they must consider not only output but also
intervening variables and not only short-term but also long-term goals.
It can be seen that force field analysis provides framework that is
useful in diagnosing these interrelationships.
Force Field Analysis
Understanding the
Pressures For and Against Change
Force Field Analysis is
a useful technique for looking at all the forces for and against a
decision. In effect, it is a specialized method of weighing pros and
cons.
By carrying out the analysis you can plan to strengthen the forces
supporting a decision, and reduce the impact of opposition to it.
Using Force Field
Analysis
To carry out a force
field analysis, first download our free
worksheet and then use it to follow these steps:
-
Describe your plan
or proposal for change in the middle.
-
List all forces for
change in one column, and all forces against change in another
column.
-
Assign a score to
each force, from 1 (weak) to 5 (strong).
For example, imagine
that you are a manager deciding whether to install new manufacturing
equipment in your factory. You might draw up a force field analysis like
the one in the following Figure :
Once you have carried
out an analysis, you can decide whether your project is viable. In the
example above, you might initially question whether it is worth going
ahead with the plan.
Where you have already decided to carry out a project, Force Field
Analysis can help you to work out how to improve its probability of
success. Here you have two choices:
Often the most elegant
solution is the first: just trying to force change through may cause its
own problems. People can be uncooperative if change is forced on them.
If you had to implement
the project in the example above, the analysis might suggest a number of
changes to the initial plan:
-
By training staff
(increase cost by 1) you could eliminate fear of technology (reduce
fear by 2)
-
It would be useful
to show staff that change is necessary for business survival (new
force in favor, +2)
-
Staff could be
shown that new machines would introduce variety and interest to
their jobs (new force, +1)
-
You could raise
wages to reflect new productivity (cost +1, loss of overtime -2)
-
Slightly different
machines with filters to eliminate pollution could be installed
(environmental impact -1)
These changes would
swing the balance from 11:10 (against the plan), to 8:13 (in favor of
the plan).
Key points of Force
Field Analysis
Force Field Analysis is
a useful technique for looking at all the forces for and against a plan.
It helps you to weigh the importance of these factors and decide whether
a plan is worth implementing.
Where you have decided to carry out a plan, Force Field Analysis helps
you identify changes that you could make to improve it.
References
http://www.accel-team.com/techniques/force_field_analysis.html
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