Information Database

A force-field analysis is a useful tool to use when weighing whether a particular decision is appropriate in a given situation.  It specifically looks at the pros and cons associated with implementing a course of action.

Force-field analysis may be particularly useful when an organization seeks to reduce the impact of opposition to change.  Mathematical weighing may be added in order to reduce subjectivity.  For example, list all the reasons for the specific change in a column.  Then list all the reasons against the specific change in another.

Assign a score to each reason or factor.  Do not look at the other reasons in your list in an attempt to prioritize them, but rather consider each reason separately to assign a mathematical value to it in the for or against column.  You may apply a scale of one to five, with one being the least important reason for change and five being the most important, or you may adopt a scale of one to ten, following a similar analysis. 

Assume, for example, that senior management desires to reduce company contributions to employee health care.  Numerous factors present themselves and should be used in the force-field analysis. 

For example, in the for column, you might have positive factors such as "cost of employee health care is reduced" and "HR personnel time will be reduced."  In the against column, you might have negative factors such as "increase in union grievances/employee complaints," "increase in HR personnel time to train employees on new plan," and "loss of employees."

Once both columns have been completed, and no other factors are possible, add up the values for each column.  In some circumstances, the total for the against column may be higher than the for column, which could raise the question whether the change should be initiated at all. 

In other circumstances, you may find that a factor against the change has such a high value that other steps should be taken before implementing the change to reduce the strength of the force against the change.  Other times, you may wish to increase the force pushing for the change 

If you had to implement a reduction in the health care example above, the analysis might suggest that HR conduct training sessions with an insurance company nurse and employees on maintaining a healthy lifestyle.  This could reduce the negative factor "increase in HR personnel time to train employees on new plan."

In sum, force-field studies are terrific tools.  They must be used as objectively as possible by the use of objective values assigned to the forces for or against change.  Additional surveying of employees may assist HR in this regard and will enable HR to assist senior management to effectively and productively communicate change.