Force Field Analysis Essays and Research Papers

Instructions for Force Field Analysis College Essay Examples

Title: Analysis Using Force Field

  • Total Pages: 2
  • Words: 699
  • Works Cited:0
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: See the attached model, to answer the questions.

The Force Field Analysis Model is one of the most famous in change management. It was originally developed by Kurt Lewin and can be found in attached. Review this model and relate it to an issue in your organization or your associations outside of work. Define how understanding the ?forces for? and the ?forces against? inter-relate. What insights did you get from the analysis?

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Title: Change Management Change Plan Company examine is BP

  • Total Pages: 3
  • Words: 1028
  • Bibliography:3
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: this is one section of a whole workbook assignment. i will upload the whole document so you can understand the direction to go in and how you should write this. THIS IS AN ANALYSIS. do not use citations. these should be your own ideas from research.


C. Feasibility Analysis
Q1: To determine the likelihood of success implementing the ideas developed in Section B above, you?ll need to conduct a Force Field Analysis. This method lists, discusses, and evaluates the various forces for and against a proposed change. When a change is planned, Force Field Analysis helps you look at the big picture by analyzing all of the forces impacting the change and weighing the pros and cons.
? DrivingForces:forcesaffectingasituationthatarepushinginaparticulardirection;theytendtoinitiateachangeandkeepitgoing.Intermsof
improving productivity in a work group, pressure from a supervisor, incentive earnings, and competition may be examples of driving forces.
? RestrainingForces:forcesactingtorestrainordecreasethedrivingforces.Apathy,hostility,andpoormaintenanceofequipmentmaybeexamplesof restraining forces against increased production.
? Equilibrium:reachedwhenthesumofthedrivingforcesequalsthesumoftherestrainingforces.Inourexample,equilibriumrepresentsthepresent level of productivity.
By knowing the pros and cons, you can develop strategies to reduce the impact of the opposing forces and strengthen the supporting forces.
Types of forces to consider
? Available Resources; Traditions; Vested interests; Organizational structures; Relationships; Social or organizational trends; Attitudes of people; Regulations; Personal or group needs; Present or past practices; Institutional policies or norms; Values; Desires; Costs; People capacity; Events / opportunities to initiate or redirect the course of things
The Process
1. Start with a well-defined goal or change to be implemented.
2. Draw a force field diagram (see ex below). At the top of a large sheet of paper write the goal or change to be implemented. Divide the
paper into two columns "Driving Forces? / "Restraining Forces"
3. Brainstorm a list of driving and restraining forces and record them on the chart in the appropriate column.

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Freudenburg, W.R. & Gramling, R. (2011). Blowout in the Gulf: The BP Oil Spill Disaster and the Future of Energy in America. Boston, MA: MIT Press, 2011

Wales, A., Gorman, M., & Hope D. (2010). Big Business, Big Responsibilities: From Villains to Visionaries: How Companies are tackling the World's Greatest Challenges. London: Palgrave Macmillan

Walton, R.E., Cutcher-Gershenfeld, J., & Mckersie, R.B. (2014). Strategic Negotiations: A Theory of Change in Labor-Management Relations. Ithaca, NY: ILR Press.

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Title: Identify an organisation that is undergoing significant change Using techniques of secondary research write a report briefly outlining the nature of that change and the forces behind it the 1 Analyse the real and potential sources of resistance to the change 2 Analyse the extent to which the organisation's culture facilitates or hinders the change 3 Recommend and justify appropriate leadership strategies in the light of these analyses to a overcome the various sources of resistance to the change b engage the stakeholders c manage the change during the transition stage and into implementation d embed the change

  • Total Pages: 10
  • Words: 3024
  • Sources:20
  • Citation Style: Harvard
  • Document Type: Essay
Essay Instructions: It is up to you to decide which organisation you are going to write about but just let me know before you start writing. Thank you.

Just want to let you know that it is really important the points mentioned below to be covered as they are basic. The points below aren't put in order so the writer can do that himself. Of course there are more points which need to be covered but the writer will see them in the assignment requirements. Very briefly in the main text describe what means \'the resistance of change\'. Do not spend too much time describing the change. Tell the reader what kind of change is that? Is it transformational or strategic or operational or mixture of the last two. If you talk about tranformational talk about what is paradigm as well. Tell the reader what is the change? Evolutionary or revolutionary Then describe forces behind the change: internal and external. Describe strategic drift. Use cultural web as a diagnostic tool. Use Force field Analysis- don\'t just mention it, tell how you deal with it, analyse it. Do not just mention as well whether! the organisation\'s culture facilitates or hinder the change- analyse again. What are the advantages and disadvantages of that. You might put the Culture Web as an appendix in order to save work Tell what is the state of the chosen organisation and how you want to see it in the future.
The third point of the assignment is : Recommend and justify appropriate leadership strategies in the light of these analyses to :
a)overcome the various sources of resistance to the change
b) engage the stakeholders
c) manage the change during the transition stage and into implementation
d) embed the change
Here you have to use the Coping with Organisational Change model - basically talk about what you will do in order to avoid problems. Give examples and models. Have a look at the important factors such as communication, giving your employees relevant feedback and support, regular staff meetings. Point out the things which organisation is going to do and improve in the future. What the organisation will ! do to implement the change successfully.
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Armenakis, a.A. & Harris, S.G. 2002, "Crafting a change message to create transformational readiness," Journal of Organizational Change Management, vol. 15, no. 2, pp. 169-183.

Boga, I. & Ensari, N. 2009, "The Role of Transformational Leadership and Organizational Change on Perceived Organizational Success," the Psychologist Manager Journal, vol. 12, no. 4, pp. 235.

Bordum, a. 2010, "The strategic balance in a change management perspective," Society and Business Review, vol. 5, no. 3, pp. 245-258.

Brown, a.D. 1994, "Transformational leadership in tackling change," Journal of General Management, vol. 19, no. 4, pp. 1-1.

Chapman, J.A. 2002, "A framework for transformational change in organisations," Leadership & Organization Development Journal, vol. 23, no. 1, pp. 16-25.

Doyle, M. 2002, "Selecting managers for transformational change," Human Resource Management Journal, vol. 12, no. 1, pp. 3-16.

Regina Eisenbach, Kathleen Watson and, Rajnandini Pillai 1999, "Transformational leadership in the context of organizational change," Journal of Organizational Change Management, vol. 12, no. 2, pp. 80-88.

Fitzgerald, S. & Schutte, N.S. 2010, "Increasing transformational leadership through enhancing self-efficacy," the Journal of Management Development, vol. 29, no. 5, pp. 495-505.

Herold, D.M., Fedor, D.B., Caldwell, S. & Liu, Y. 2008, "The effects of transformational and change leadership on employees commitment to a change: A multilevel study," Journal of Applied Psychology, vol. 93, no. 2, pp. 346.

Hughes, M. 2007, "The Tools and Techniques of Change Management," Journal of Change Management, vol. 7, no. 1, pp. 37.

Koslowski, T. & Struker, J. 2011, "ERP on Demand Platform," Business & Information Systems Engineering,, no. 6, pp. 1.

Lewis, P. 1996, "Transformational change using stratified systems theory," International Journal of Public Administration, vol. 19, no. 6, pp. 801-801.

Nussbaumer, a. & Merkley, W. 2010, "The path of transformational change," Library Management, vol. 31, no. 8, pp. 678-689.

Nutt, P.C. & Backoff, R.W. 1997, "Facilitating transformational change," the Journal of applied behavioral science, vol. 33, no. 4, pp. 490-508.

Paquin, J. & Koplyay, T. 2007, "Force Field Analysis and Strategic Management: A Dynamic Approach," Engineering Management Journal, vol. 19, no. 1, pp. 28-37.

Strachan, P.A. 1996, "Managing transformational change: the learning organization and teamworking," Team Performance Management, vol. 2, no. 2, pp. 32-40.

Stensaker, I.G. & Langley, a. 2010, "Change Management Choices and Trajectories in a Multidivisional Firm," British Journal of Management, vol. 21, no. 1, pp. 7.

Tucker, B.A. & Russell, R.F. 2004, "The Influence of the Transformational Leader," Journal of Leadership & Organizational Studies, vol. 10, no. 4, pp. 103-111.

Warrick, D.D. 2011, "The Urgent Need for Skilled Transformational Leaders: Integrating Transformational Leadership and Organization Development," Journal of Leadership, Accountability and Ethics, vol. 8, no. 5, pp. 11-26.

Wilbanks, T.J. 2011, "Inducing transformational energy technological change," Energy Economics, vol. 33, no. 4, pp. 699.

Yarberry, William a.,,Jr. 2007, "Effective Change Management: Ensuring Alignment of it and Business Functions," Information Security Journal, vol. 16, no. 2, pp. 80-89.

Yolles, M., Iles, P. & Guo, K. 2006, "Culture and transformational change with Chinas accession to the WTO," Journal of Technology Management in China, vol. 1, no. 2, pp. 147-158.

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Title: Forces of Change Research how to do a Force Field Analysis

  • Total Pages: 4
  • Words: 1899
  • References:0
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: Writer: Christina Peter

Topic: "Forces of Change", Research how to do a Force Field Analysis

Base on the following:

Use Force Field Analysis [Research how to do a Force Field Analysis - see MindTools (] to analyze for an organization (one that you choose):
? Identify the key issues impacting the use of information technology within an organization; these might be internal factors such as culture, skills, core competencies, etc.
? Analyze the effects of environmental challenges on the organization's business and how information technology plays a role in meeting these challenges. These might be external factors such as competition, globalization, government regulations

Include the following:
? Forces for and against change
? Recommendations on overcoming obstacles
? Business benefits of change (increased revenue, reduced costs, improved customer service)

*Once the analysis is completed, formulate a thesis statement that is included in the first one or two paragraphs. The thesis should be in the form of an argument or value statement. For example, a value statement would be short statement of the problem or issue and short overview of recommendations.

Special notes:
? Write [business] papers in third person
? At least two charts, figures, or tables to increase depth of analysis and improve communications.

[Christina, I know this is a big project and I just wanted to say thank you.]

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Cost/Benefit Analysis-Evaluating Quantitatively Whether to Follow a Course of Action.

Retrieved at Accessed 20 October, 2005

Force Field Analysis - Understanding the Pressures for and Against Change" Retrieved at Accessed 20 October, 2005

Minimizing Stress in Your Working Environment" Retrieved at Accessed 20 October, 2005

Stress in Today's Workplace" Retrieved at Accessed 20 October, 2005

To-Do Lists: Remembering To Do All Essential Jobs, In the Right Order" Retrieved at Accessed 20 October, 2005

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