Managing Organizational Change - Research Paper Example

Managing Organizational Change MANAGING ORGANIZATIONAL CHANGE Force field analysis is a technique usually applied in an organization to assess the effectiveness of change. This technique takes into consideration factors, which will support, or derail a certain course of action. The level of strength exhibited by factors which support change over those that derail will determine if it is worth pursuing the course. There are cases in which the factors that support change are weaker than factors that derail change.

A manager who wishes to effect change will be forced to either, strengthen the factors that support change or weaken the factors that derail change. As an OD expert, I conducted a research which set to establish why, effecting of change was not possible but, it was desired in the organization. This paper presents a force field analysis on the idea of holding a large-scale, community-building meeting. The following is a presentation to my consultation partners. It is a force field analysis on a large-scale, community-building meeting as a way of effecting change.

It identifies the helping and hindering forces in a community-building meeting. Helping forces When employing community-building meetings for effecting change, the following are factors which can make it successful. I. Collective decision making by members in the community-building meetings is effective in employing change. II. A group support on an idea of change is easy to implement in the community. III. A variety of opinions on different ways of implementing change can be established. IV.

Time saving in terms of communicating and effecting the change to a large number of people. V. In a unified group, it is easy to effect change. VI. Member to member discussion on the particular change makes implementation easy. VII. All the members in the community building meeting are set to benefit. Hindering forces When employing community-building meetings for effecting change, the following are factors which will hinder its effectiveness. I. Due to competition, members of the community will disagree with the opinion of their rivals even if it is worthwhile. II. Conforming to the same old techniques and ideas because of the desire of wanting to be liked or respected by the community members. III. Community members lack the understanding of how the new change will be effected or operated. IV. Power and politics present in the community building meetings. V. Jealousy and envy between members in the community building meetings, some will see that the change will benefit others more than them. VI. Negative individuals in the group who are always pessimistic about any change. VII. Wrong opinion on the change given by members in the community building meetings who want to see that the change will not be successful.

The helping and hindering forces identified will be important afterwards while work towards seeing the effecting of the change. Two ways to follow in order to ensure effective change will be to strengthen the helping forces and weaken the hindering forces. In this case, to ensure that the community-building meetings will effect change, it will be important to weaken the hindering forces. It has been established that, among the hindering forces, negative relation among the members is the main problem in the community-building meetings.

Weakening the negative relation will involve making the members in the community-building meeting ease with one another. If members will be able to see the perspectives from which a certain member derived an opinion from, then it will be possible for them to understand and accommodate the opinion of the other.