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    Force Field Analysis

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    rishi
    Force field analysis is used to understand the driving and restraining forces for change in an organization. It was applied to analyze the merger between CRL and Bushwhacker companies. The driving forces included the positive relationship between their senior management teams and the increased brand awareness and access to funds from the merger. The restraining forces were the Bushwhacker staff unwillingness to stay or implement change and the authoritarian cultures of CRL causing employees to resist changes they have no input on.

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    Force Field Analysis

    Uploaded by

    rishi
    434 views4 pages
    Force field analysis is used to understand the driving and restraining forces for change in an organization. It was applied to analyze the merger between CRL and Bushwhacker companies. The driving forces included the positive relationship between their senior management teams and the increased brand awareness and access to funds from the merger. The restraining forces were the Bushwhacker staff unwillingness to stay or implement change and the authoritarian cultures of CRL causing employees to resist changes they have no input on.

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    Force Field Analysis

    Original Title

    Force Field Analysis (1)

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    Force field analysis is used to understand the driving and restraining forces for change in an organization. It was applied to analyze the merger between CRL and Bushwhacker companies. The driving forces included the positive relationship between their senior management teams and the increased brand awareness and access to funds from the merger. The restraining forces were the Bushwhacker staff unwillingness to stay or implement change and the authoritarian cultures of CRL causing employees to resist changes they have no input on.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    434 views4 pages

    Force Field Analysis

    Uploaded by

    rishi
    Force field analysis is used to understand the driving and restraining forces for change in an organization. It was applied to analyze the merger between CRL and Bushwhacker companies. The driving forces included the positive relationship between their senior management teams and the increased brand awareness and access to funds from the merger. The restraining forces were the Bushwhacker staff unwillingness to stay or implement change and the authoritarian cultures of CRL causing employees to resist changes they have no input on.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    FORCE FIELD ANALYSIS

    Force field analysis is used to help organisation make important decisions by


    understanding the driving and restraining forces of change. These forces will
    determine whether the change is possible. It will also allow organisations to
    use the driving forces efficiently to strengthen and increase the chances of
    implementing change in the organisation (Baulcomb, 2003).

    Table 2.4 provides an overview of the current and desired situation of CRL
    and Bushwhacker.

    Table 2.4: Current and Desired Situation of CRL & Bushwhacker

    A good table outlining the desired direction for the company in the future.

    The application of the Force Field Analysis model to CRL and Bushwhacker’s
    situation can be seen in Figure 2.3.

    11
    Figure 2.3: Force Field Analysis of CRL & Bushwhacker

    12
    2.2.3. DRIVING FORCES
     Positive relationship between Bob and the senior management
    of Bushwhacker will increase potential innovation from
    combined leadership styles, capabilities and viewpoints.
    o Both management can come together and work together
    to convince, encourage and enhance the readiness of
    workers about the planned change.

     Rather than engaging an outsider, having both senior


    management as the change practitioner, they will be able to
    understand fully the situation and better implement the change
    needed for the organisation.
    o Access to a variety of information and proposed a change
    by them are usually more quickly accepted by members.

     CRL's merger with Bushwhacker will increase their brand


    awareness as well as to increase access to funds and capitals.
    o The size of CRL can be used at their advantage for them
    to penetrate new market and to increase their market
    shares.

    o This will in-turn place help to place CRL in a competitive


    edge over other competitors.

    Group Report 13 Assignment 2


    2.2.4. RESTRAINING FORCES
     Bushwhacker staff unwilling to stay and implement change

     Senior management left CRL because of the current CRL


    organisation culture. CRL has a domineering and inflexible
    culture and the Bushwhacker senior management will need a
    long time before the change will be successfully implemented.

     Use of autocratic management style means that employees do


    not trust each other or understand the need for a change. Isn’t
    this point contradictory to what the group has said in the driving
    forces?

     Employees have not experienced any change before and in an


    authoritarian management, employees are used to obtaining
    orders from the senior management. They tend to have little or
    no say in the decisions made by the management. Thus despite
    them accepting the change, they might not agree with the
    change and holds discontent with the change causing a
    resistance to change in the organisation.

    Figure 2.4: Driving & Restraining Forces Scale

    14

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