Normative vs Force Field Analysis Essay

According to Spector (2013) Lewin's field theory has three steps: 1) unfreezing; 2) Moving and; 3) refreezing. Unfreezing and refreezing serve as bookends to the process. Unfreezing requires members of the group to be unsatisfied with the status quo (Spector, 2013). In the case of Children's Hospital, the financial crisis and employee moral/satisfaction were at all-time lows which created the dissatisfaction with the status quo (Spector, 2013). Once a new status quo and new patterns of behavior have been implemented refreezing can occur (Spector, 2013). However, in order to get to refreezing, moving needs to occur which encourages members of the group to alter their behavior (Spector, 2013).

This model cannot be used for very long term because the analysis is not very deep through this model. With Porter’s five-forces model, we can use SWOT analysis, PESTEL analysis, etc to evaluate profit of any company.

All this information comes from the data that was gathered and analyzed through research and staff surveys. Managers need to plan the resources required to make the change and establish feedback mechanisms to evaluate the progress and success of the change (Sullivan & Decker, 2009, p. 70).

Force field analysis is a very useful decision making technique. It helps individuals to make decisions by analysing the forces for and against a change and it helps them to communicate with the reasoning behind the decision. It can be used for two purposes: to decide whether to go ahead with a change and to increase your chances of success by strengthening the forces supporting the change

Internal forces are within the organization that may impact how the company is made up, shaped, or specific rules. Structural changes, changes in technology, issues with profitability, and individual or group speculations are all forces that drive internal organizational development (Juneja, 2018). Forces externally are outside of the organization that the company has no control or say over. External forces that can drive change are economics, political forces, outside technological forces, the government, and competitive pressures (Juneja, 2018). The viability of the organization is directed by these forces due how these forces are uncontrolled. For example, when a new law or legislation comes out about health care, the organization is mandated to change practice accordingly (Salmond & Echevarria, 2017). These transformative changes drive the organization to not only become better, but uphold the standard of

A force field analysis was used to help decide in favor of the intervention showing the driving forces outweigh the restraining forces. A SWOT analysis was used to identify the organizations strengths and weaknesses as well as its external

In creating a force field analysis, I first had to look at the presenting problem of what I plan to change within my agency. For my field practice assignment, I am working in conjunction with my supervisor (Assistant Director) and the Director of the program on implementing changes to the provider’s contract. There are many policies and procedures that are being violated on the provider’s end of the contract that are in turn causing violations with the Department of Health and A.C.D. (Agency for Child Development).

Porter’s Five Forces was next used to determine the competitive environment. The Five Forces method is used to determine a company’s profit potential for a particular industry.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

3. Allow all employees to participate in decision-making processes and to understand their jobs better

If this approach is utilized, it will help to improve coordination and team work inside the organization. This is when there will be change in employee attitudes. These are leading to shifts in how everyone looks at themselves and their responsibilities. (Sora, 2003) (Beehr, 2001)

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

helps employees to see the change effort. This reduces incorrect rumors concerning the effects of change in the organization.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

motivation for the employees to take part in this change. Unfortunately, this vision did not