Od Ppt Doc

Good morning ma’am, good morning all my self

Dwarika prasad Choudhury. Today I am going to
present the topic force field analysis of change
model.
Introduction
Force field analysis is an influential development
in the field of social science. It provides a
framework for looking at the factors (forces) that
influence a situation, originally social situations.
The Force Field Analysis is a framework used to
aid business decisions, often in the context of
strategic planning, implementation or change
management. The framework assumes there are
forces in favour of the decision and forces against
the decision. It looks at forces that are either
driving movement toward a goal (helping forces) or
blocking movement toward a goal (hindering
forces).

Kurt Lewin [1890 - 1947]

Kurt Lewin was an American psychologist and
having contributed to science group dynamics &
action research. He talked of “Field” that is
dynamic and reflects individual or collective mind
i.e. motives, values, moods, goals, anxieties, and
ideals, but perhaps he is being well known for
developing force field analysis.

Lewin’s Three-Step Model of Lewin

Organizational Change
Force field analysis is a management technique
developed by Kurt Lewin, a pioneer in the field of social
sciences, for diagnosing situations.
Lewin assumes that in any situation there are both
driving and restraining forces that influence any change
that may occur:
 Step 1: Unfreeze
 Step 2: Change Process
 Step 3: Refreeze
Step 1: Unfreeze
Lewin identifies human behavior, with respect to
change, as a quasi-stationary equilibrium state. This
state is a mindset, a mental and physical capacity
that can be almost absolutely reached, but it is
initially situated so that the mind can evolve without
actually attaining that capacity. For example, a
contagious disease can spread rapidly in a
population and resist initial measures to contain the
 escalation. Eventually, through medical
advancement, the disease can be treated and
virtually disappear from the population.

Step 2: Change

Once you’ve “unfrozen” the status quo, you may begin

to implement your change. Organizational change in
particular is notoriously complex, so executing a well-
planned change process does not guarantee predictable
results. Therefore, you must prepare a variety of change
options, from the planned change process to trial-and-
error. With each attempt at change, examine what
worked, what didn’t, what parts were resistant, etc.

Step 3: Refreeze

The purpose of the final step—refreezing—is to sustain

the change you’ve enacted. The goal is for the people
involved to consider this new state as the new status-
quo, so they no longer resist forces that are trying to
implement the change. The group norms, activities,
strategies, and processes are transformed per the new
state.
Why to use?
Force-field analysis focuses our attention on ways
of breducing the hindering forces and encouraging
the positive ones.

When to use It ?
1.It helps team members to view each case as two
sets of off setting factors. It can be used to study
existing problems, or to anticipate and plan more
effectively for implementing
change.
2. In problem analysis, force-field analysis is
especially helpful in defining more subjective
issues,

How to use It ?
Step 1. State the problem or desired state and
make surenthat all team members understand.

Step 2. Brainstorm the positive and negative

forces.

Step 3. Review and clarify each force or factor.

What is behind each factor? What works to
balance the situation?

Analytical Purpose
 FFA is an analysis technique to identify forces
that either drive or restrain planned change
aimed at solving a problem in an organization.

 Identify the forces which support change as well

as those which will act against it.
 Assess the causes of performance problems or
inhibitors to business opportunities.

 Evaluate the relative strength of forces that

affect alternative solutions to performance
problems or business opportunities.
 Help analyze and prioritize solutions to
problems or areas needing improvement.

Force-Field DIAGRAM

A model built on this idea that forces - persons,

habits, customs, attitudes - both drive and
restrain change. It can be used at any level
(personal, project, organizational, network) to
visualize the forces that may work in favor and
against change initiatives. The diagram helps its
user picture the “Tug of War” between forces
around a given issue.
In the above simplistic example, the decision
should be to do the IT change, as the total forces
for the decision add up to 11, whereas against it
would be a 9.

Real life examples of Force Field Analysis will

likely be produced in much more depth, in order to
really analyse the impact a decision will have on
the company.

The Force Field Analysis is a method to:

 Investigate the Balance of Power involved in
issue
 Identify the most important player (Stake
holder) & target
 group for the campaign on the issue
 Identify opponents and Allies
 Identify how to influence each target group

HOW TO CONDUCT

Following steps are taken:

 Describe the current situation .

 Describe the desired situation .
 Identify where the current situation will go if no
action is taken .
  List all the forces driving change toward the
desired situation .
 List all the forces resisting change toward the
desired situation .
 Discuss and interrogate all of the forces: are
they valid?

Advantages
 Brings into the open factors which will work for
and against the closing of a gap
 Identified by a needs analysis.
 Helps to recognize circumstances which can
and cannot be changed.
 Provides a means to analyze ways to minimize
or eliminate barriers to goal attainment.

The Limitations of Force Field Analysis

 Process is subjective and requires
collaborative thinking and agreement
 Concerning forces for and against the solution
to a particular problem.
 May oversimplify the relationships between
factors that impact a problem.
 All aspects of a problem may not be identified.

CONCLUSION
This tool has a long history and still maintains its
utility. Use it when your team is blocked in some
way or you need to see the wider picture in a
change program. It is an essential tool and its
simplicity is a profound way of looking at an
organization.

Thank You Ma’am

Summarized
1.Behavior is a function of the field that exists
at the time the behavior occurs.
2. Analysis begins with the situation as a whole
from which are differentiated the
component parts.
3. The concrete person in a concrete situation can
represented mathematically.
such as morale,
management, effectiveness, and work
climate.