History |
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In the 1940s, Kurt Lewin, a social psychologist, introduced his “field theory.” Lewin believed that an individual’s behavior is the product of two interdependent variables: the person and the environment. Individuals and groups act within “fields” and are affected by forces within the field. Systems seek to find a point of equilibrium between the opposing forces and restraining forces. To effect change, the balance must be disrupted, either strengthening the forces driving change or weakening resistant forces (Gerswin, 1994). Field theory was “one of the four elements that make up Lewin’s planned approach to change, the others being group dynamics, action research, and the three-step model” (Burnes & Cooke, 2013). Force field analysis is a modern variant of field theory.
Process
This type of analysis can be used at different points in performance improvement and can bring a unique perspective to decision-making. Force field analysis helps to identify how the current status quo is maintained. It can also support setting realistic goals. In addition, it may guide the choice and development of strategies to change behaviors of individuals in an organization. This last use is described in this essay.
Step 1: Identify Desired Change & Forces
Start the process. Several online tools can be used to create the visualization, but any writing surface will work. The desired change can be written in the middle of a piece of paper or whiteboard. This should be a brief statement of improvement identified in early performance analysis.
Identify the various forces affecting the likelihood of change. These forces or factors are placed to the right of the change statement if they support change or to the left if they resist change. Often, driving forces are listed and then restraining forces. These can be brainstormed or mind mapped.
Step 2: Rate Strength & Flexibility of Forces
Score each factor according to the strength of its influence on the change. They can be rated on a scale of 1 (weak) to 5 (strong). The strength of each factor can be symbolized by the size and length of arrows drawn around the factor.
Review factors for how easily they can be affected by the change management process.
Step 3: Draft Strategy
Chose action steps to make up a strategy to manipulate those forces. This strategy might weaken restraining forces, strengthen driving forces, or both. These steps will need to be prioritized and ordered in way to work most effectively.
Identify needed resources and decide how to implement the strategy. Each process and organization will find a unique strategy to sit the individual circumstances and change desired.
Advantages\Disadvantages
Performance improvement has many ways to visualize aspects of performance. Pareto charts show relative importance as it relates to the most frequent or costly issue. Ishikawa diagrams support prioritizing steps. Force field analysis supports prioritization, but it expands the consideration in terms of recognizing probability of success and affecting that probability in the most logical way.
This powerful tool is not applicable in all situations. Some critics find the scoring too subjective. It is also believed that some settings like when the factors affect someone’s health or safety may not be appropriate. Finally, there may be other tools more suitable to the organization’s needs and resources.
This powerful tool is not applicable in all situations. Some critics find the scoring too subjective. It is also believed that some settings like when the factors affect someone’s health or safety may not be appropriate. Finally, there may be other tools more suitable to the organization’s needs and resources.
References
Burnes, B., & Cooke, B. (2013). Kurt Lewin's Field Theory: A Review and Re-evaluation. International Journal Of Management Reviews, 15(4), 408-425. doi:10.1111/j.1468-2370.2012.00348.x
Gershwin, M. C. (1994). What Workplace Education Programs Need To Know about Behavioral Change: Tapping the Work of Kurt Lewin. Colorado State Community College and Occupational Education System.
Gilbert, T. (1978). Human competence: Engineering worthy performance. New York: McGraw-Hill.
Lewin's Force Field Analysis Explained. (n.d.). Retrieved April 20, 2015, from http://www.change-management-coach.com/force-field-analysis.html
Gershwin, M. C. (1994). What Workplace Education Programs Need To Know about Behavioral Change: Tapping the Work of Kurt Lewin. Colorado State Community College and Occupational Education System.
Gilbert, T. (1978). Human competence: Engineering worthy performance. New York: McGraw-Hill.
Lewin's Force Field Analysis Explained. (n.d.). Retrieved April 20, 2015, from http://www.change-management-coach.com/force-field-analysis.html