This document presents a summary of force field analysis, a management technique developed by Kurt Lewin. Force field analysis identifies the driving and restraining forces that influence change in organizations. It involves listing the forces for and against change, assigning scores to each, and diagramming the results. An example of using force field analysis to evaluate a hospital's plan to upgrade equipment is provided. The technique helps identify factors that help or hinder achieving goals, but it may oversimplify relationships and miss some aspects of problems.

1. A PRESENTATION
ON
MANAGEMENT CONCEPTS
& APPLICATIONS
Presented by
Aparna Mishra

2. FORCE FIELD ANALYSIS
Understanding the Pressures
For and Against Change
In people, groups and organizations

3. CONTENTS
 Introduction - Force Field theory
 Concept of field
 Use of FFA
 Process of FFA
 Example
 Advantages & Limitations
 Conclusion

4. FORCE FIELD THEORY
Force field analysis is a management technique developed by
Kurt Lewin a pioneer in the field of social sciences, for diagnosing
situations.
Lewin assumes that in any situation there are both driving and
restraining forces that influence any change that may occur:
Driving forces
Restraining forces
Equilibrium

5. CONCEPT OF FIELD
 For Kurt Lewin behavior was determined by totality of
an individual’s situation.
 In his field theory, a ‘field’ is defined as ‘the totality of
coexisting facts which are conceived of as mutually
interdependent’.

6. USE OF FFA
FFA is an analysis technique to identify forces that either
drive or restrain planned change aimed at solving a
problem in an organization. It is a creative activity that
can be used by needs analysts as they focus on solutions
which will help an organization make a transformation
from the ‘current (problem) state’ to the ‘desired (solved)
state’ as they identify interventions to improve
performance.

7. PROCESS
It helps team members to view each case as two sets of off
setting factors. It can be used to study existing problems, or
to anticipate and plan more effectively for implementing
change. To carry out a force field analysis, follow the
following steps:
 List all forces for change in one column, and all forces
against change in another column.
 Assign a score to each force, from 1 (weak) to 5 (strong).
 Draw a diagram showing the forces for and against, and
the size of the forces.

8. EXAMPLE

9. ADVANTAGES & LIMITATIONS OF FFA
Conclusion of the example based on the score (12:10): the
plan of equipment upgradation in the hospital is feasible.
Thus, The FFA brings into the open factors which
will work for and against the closing of a gap and helps to
recognize circumstances which can and cannot be changed,
thereby providing means to eliminate barriers to goal
attainment.

10. LIMITATIONS
 May oversimplify the relationships between factors
that impact a problem.
 All aspects of a problem may not be identified.

11. CONCLUSION
 This technique of managing change has a long history
and still maintains its utility despite its apparent
simplicity. It is beneficial to use when individuals need
to see the wider picture in a change program.