1. What is the function of DNA polymerase I? How replication eye and forks are formed? 2. Explain Okazaki fragments, leading and lagging strands? How Okazaki fragments are involved in DNA replication? 3. Describe the process of DNA replication with proof reading, nick translation, Klenow fragment and involvement of metal ions for DNA polymerase? 4. Explain the characteristics of different types of prokaryotic DNA polymerases? 5. Describe the synthesis of DNA with leading and lagging strands with formation of replisome, sliding clamp and termination steps? 1 FORCE FIELD ANALYSIS 2 FORCE FIELD ANALYSIS Force Field Analysis Any business aspiring to make a change in its operations must use the force field analysis because it is a strategic tool used to take action whenever the cause of a problem in the business is established. The force field analysis is a technique based on the assumption that any situation in the organization that threatens its sustainability has forces that are for or against the organization's stability. The applied remedies will ensure that the business goes back to operate optimally. Since the procurement department has been marred with corruption scandals in the recent past and some employees were fired, the kickback culture can negatively influence the remaining employees, especially the older ones who have served the organization for the past fifteen years (Hayes, 2018). Therefore, the purpose of the force field analysis is to ensure that there is a complete change in the way operations are done in the procurement department and instill a better culture that will enable the procurement department to operate effectively. The CEO may have a good intention to impose the change on the employees for the organization's stability. However, some factors may lead to resistance, and the employees may view it as a witch hunt. Unless there is proper communication, the older stuff will be very reluctant to embrace the organization's new procurement processes. Fear of failure is another threat to the implementation of the change, and a proper strategy must be employed to have the buy-ins of all the stakeholders in the shipping industry. The process of introducing the change will have to follow the Kurt-Lewin three-step models to change. The models entails; unfreeze, change, and then refreeze. In simple terms, the unfreezing process explains the need for the change, and the stakeholders will have a clear explanation of what is needed to make the industry better. Once the people understand the importance of the change and realize that the change is meant for their good, 3 FORCE FIELD ANALYSIS they will embrace it (Hayes, 2018). Finally, after the people have agreed to adopt the change, the new norm will be solidified to be a business culture Cummings, (Bridgman, & Brown, 2016). Identifying the areas of change Identification is the first step in the process of introducing change. The ...

1. 1. What is the function of DNA polymerase I? How replication
eye and forks are formed?
2. Explain Okazaki fragments, leading and lagging strands?
How Okazaki fragments are involved in DNA replication?
3. Describe the process of DNA replication with proof reading,
nick translation, Klenow fragment and involvement of metal
ions for DNA polymerase?
4. Explain the characteristics of different types of prokaryotic
DNA polymerases?
5. Describe the synthesis of DNA with leading and lagging
strands with formation of replisome, sliding clamp and
termination steps?
1
FORCE FIELD ANALYSIS
2
FORCE FIELD ANALYSIS
Force Field Analysis
Any business aspiring to make a change in its operations must
use the force field analysis
because it is a strategic tool used to take action whenever the
cause of a problem in the business is

2. established. The force field analysis is a technique based on the
assumption that any situation in the
organization that threatens its sustainability has forces that are
for or against the organization's
stability. The applied remedies will ensure that the business
goes back to operate optimally. Since
the procurement department has been marred with corruption
scandals in the recent past and some
employees were fired, the kickback culture can negatively
influence the remaining employees,
especially the older ones who have served the organization for
the past fifteen years (Hayes, 2018).
Therefore, the purpose of the force field analysis is to ensure
that there is a complete change in the
way operations are done in the procurement department and
instill a better culture that will enable
the procurement department to operate effectively.
The CEO may have a good intention to impose the change on
the employees for the
organization's stability. However, some factors may lead to
resistance, and the employees may
view it as a witch hunt. Unless there is proper communication,
the older stuff will be very reluctant
to embrace the organization's new procurement processes. Fear

3. of failure is another threat to the
implementation of the change, and a proper strategy must be
employed to have the buy-ins of all
the stakeholders in the shipping industry. The process of
introducing the change will have to follow
the Kurt-Lewin three-step models to change. The models
entails; unfreeze, change, and then
refreeze. In simple terms, the unfreezing process explains the
need for the change, and the
stakeholders will have a clear explanation of what is needed to
make the industry better. Once the
people understand the importance of the change and realize that
the change is meant for their good,
3
FORCE FIELD ANALYSIS
they will embrace it (Hayes, 2018). Finally, after the people
have agreed to adopt the change, the
new norm will be solidified to be a business culture Cummings,
(Bridgman, & Brown, 2016).
Identifying the areas of change
Identification is the first step in the process of introducing
change. The unethical culture of

4. kickbacks can have adverse effects on the organization and may
lead to poor quality services and
losses in the long run. The complete metamorphosis in the
procurement industry involves the
process of negotiating contracts. The old method will be
changed to a transparent and ethical one
free from any corruption loophole. Further, the selection of
vendors is essential to ensure that the
process is merit-based and free and fair because entertaining
feedback will make the process result
in a negative approach, and finally, the purchasing of the
resources will be done based on the
quality of resources provided and not based on the kickback
culture (Swanson, & Creed, 2014).
The second thing that need change is the corruption and
falsifying of receipts which is a negative
culture because if it is allowed to propagate, it will hinder the
principles of working in the
organization. When people falsify receipts, money will be
delivered to the personal accounts of the
people and the account department will run short of funds, at
the end, the company will run
bankrupt and it will not be in a position to take care of its
needs. The unethical behavior will lead

5. to failure in the organization and it will perform poorly.
Seven steps of the force field analysis
The first step of the Force Field Analysis is to ensure that the
desired goal is elaborated at
the top of the flip chart. The plan is to have a goal which will
eradicate the two vices that have
become so rampant in the organization. The staff must
understand the negative impacts of
kickbacks and falsifying receipts because each of the vice will
have a negative effect on the
Etta Steed
Etta Steed
4
FORCE FIELD ANALYSIS
organization. The importance of ethics and effects of the
corrupt behavior of kickbacks must be
elaborate to make the employees see the need of change. The
second step will be to assess the
current situation, such as the resistance and the negative culture
enshrined in the procurement

6. department. Assessing the situation will be important in shaping
the objectives of the change and
will facilitate the organization to obtain buy-ins. The objective
will then be identified, and it can be
matched with the SWOT analysis, which is arrived at from the
assessment. The SWOT analysis
conducted will give a clear overview of the organizational
strength and the management can use
the strength to eradicate the negative culture of kickbacks hence
better performance in the long run.
Later, all the driving factors are determined to ascertain how
they will help in managing the
situation. In the force field analysis, the factors that are for the
change are analyzed and escalated
to make the dream of change to come true. The employees wish
to be stable and have job security
drives them to work more diligently for the company. It will be
explained to them that once they
make the business to go down through their shoddy deals, they
will be the first people to suffer the
losses. Having the forces supporting the behavioral change will
lead to a positive change in the
people and the business will thrive. Later, all the restraining
forces are determined, and any

7. negative factors like resistance are likely to hinder the progress
of the change from making the
organization efficient in its operations. The troops are then
evaluated so that the positive forces can
have an impact on the opposing forces. In the long run, an
action plan can arrive, which ensures
that the change is imposed successfully in the organization and
all the resistant strengths are
analyzed in time to give better results. Once the seven steps are
completed, a force field analysis
technique will take effect, and the procurement department will
perform better. The other negative
culture of selfishness to the extent of forging receipts will be
analyzed in details to come up with
ways of eradicating the force e.g. through training and
motivation.
Etta Steed
Etta Steed
Etta Steed
Etta Steed
What are the strengths, weaknesses, threats, and opportunities?
Etta Steed

8. 5
FORCE FIELD ANALYSIS
Force Field Visual Diagram
(Hayes, 2018).
Narration of the analysis connected
The analysis was covered in a SWOT analysis to get the factors
that are likely to facilitate
the change and the potential factors against the change. The
research checked all the elements that
are in support of the change. For example, the CEO fully
supports the difference, and therefore,
any resources that may be required to implement the changes
will be readily available. Further, the
presence of new employees in the procurement department,
especially those who replaced the
culprits fired because of kickbacks, will provide a smooth
avenue to change the policies because
Etta Steed
What research?
Etta Steed
You never did provide a SWOT analysis.

9. 6
FORCE FIELD ANALYSIS
they do not have any other knowledge of the previous approach,
so there will be no need to
unfreeze cultures (Swanson, & Creed, 2014).
Action steps using the Kurt Lewin’s theory
The Kurt Lewin’s theory is an important element which helped
me to take care of the
change that was required in the organization. Unfreezing was
already done by firing the major
culprits and those who remained and the new employees who
came to picture were part of the new
people who had nothing in mind. The change is introducing
integrity and I will set up performance
appraisal which will enable the staff get used to the new system
of being accountable to both the
accounting department and the human resource that all money
paid to the company is beneficial to
it. Once all the staff understand the need for integrity and
becomes a norm, it will be solidified and
people in the organization will be used to clean transactions
without fraud or kickbacks. The

10. organization has an excellent communication strategy that can
enable any information to be shared
effectively and timely, and therefore implementing the change
will be possible. On the other hand,
some factors hinder the organization from implementing the
difference and will need to be
addressed before the change can be implemented successfully.
The older employees, for example,
will be resistant to change and may hinder the difference; there
will also be fear of failure and
miscommunication, which may make the process of change
implementation impossible. However,
the organization's strengths can have a better way of cushioning
the hardships, and the overall force
will be on the positive side (Dawson & Andriopoulos, 2014).
For example, the CEO's blessings
can improve employee satisfaction, which will, in turn,
facilitate buy-ins from the resistant
employees, and in the long run, the change will be implemented.
The organizational path to
success and change management must be performed through
Lewins theory by first removing the
Etta Steed

11. Etta Steed
Remember to use 3rd person
7
FORCE FIELD ANALYSIS
existing culture of corruption through raining and motivation.
Once the older culture slowly fades
away, the new culture will be cemented through motivation and
gifts.
Conclusion
In a nutshell, the force field analysis is the best tool that
organizations can use to change
whenever forces are likely to impact the business negatively.
The action step is to change the
procurement process by first training the employees on the new
style, giving them projects, and
monitoring them closely to ensure that they make an efficient
and ethical path when transacting in
the procurement department.
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FORCE FIELD ANALYSIS

12. References
Cummings, S., Bridgman, T., & Brown, K. G. (2016).
Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management.
Human Relations, 69(1), 33-60.
https://doi.org/10.1177%2F0018726715577707
Dawson, P., & Andriopoulos, C. (2014). Managing change,
creativity, and innovation. Sage.
Hayes, J. (2018). The theory and practice of change
management. Palgrave.
Swanson, D. J., & Creed, A. S. (2014). Sharpening the focus of
force field analysis. Journal of
change management, 14(1), 28-47.
https://doi.org/10.1080/14697017.2013.788052