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Lesson 4: Organization Diagnosis Model I

Organizational Diagnosis Model 1: Force Field Analysis (1951)

Kurt Lewin developed the force field analysis model in 1951 to effectively diagnose organizations in the change context.

  • Using force field analysis, it becomes easier to understand the current situation and desired future.
  • Identifying driving forces and restraining forces for a current state helps one understand what prompts the need for change.
Visual representation of the current state resulting from opposing driving and restraining forces.
Figure 4.1. Force field analysis.

Force Field Analysis Process

The following are steps to follow when conducting a force field analysis:

  1. Begin by clearly defining the current state. This is important, as it serves as a target for the analysis.
  2. Examine the driving (helping) forces and the restraining (hindering) forces for the current state.
  3. Compare the two different forces, prioritize their impact, and develop a goal after this analysis.
  4. Determine what, if any, sub-goals should be included. Driving forces can be strengthened by setting sub-goals that maintain or intensify them. Likewise, restraining forces can be avoided by making up for them. For example, if a restraining force was a lack of communication, a goal would be to facilitate communication.
  5. Once goals are identified, the final step is to develop strategies that minimize restraining forces and increase driving forces.

Again, OD practitioners facilitate the analysis process so that a maximum level of employee input is gathered, a consensus is reached, and strategies are developed by the members of the client group.

Video: Using the Force Field Analysis

This video clip is about how to use force field analysis, with an example of sales employees' performance issues.

Using the Force Field Analysis


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