What is Force Field Analysis?

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Change management is not an easy task. It requires a rigorous plan, and managers need to use a number of techniques and tools as well. It is good that there are a number of tools and theories available which can be used in change management. One of these highly cited tools is called Force Field Analysis. Definition of Force Field Analysis ‘A force field analysis provides an initial view of change problems that need to be tackled, by identifying forces for and against change’ (Johnson, Whittington & Scholes, 2006, p.514). […]

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Barriers to change – factors that resist change

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There are many factors (also called barriers to change) which may resist change initiatives in any organisations. Without a good understanding of those factors, change implementation can be a very difficult task. This mini article will focus on some of the most dominant barriers to change. Employees in an organisation may resist a proposed change for a number of reasons. For example, loss of security, fear of economic loss, loss of power and control, reluctance to change old habits, and selective perception are some of the reasons. Job stability is […]

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What is change?

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Change takes place everywhere. Individuals, groups, and organisations go through changes in different stages of their life cycle. Change is something that can push us to come out of our comfort zone. It is therefore a very important issue both in our personal and professional lives. What is change? Change is any alteration in the work environment. The shift may be in the way things are perceived or in how they are organised, processed, created or maintained. Every individual and organisation experiences change (Plunkett & Attner, 1994). Changes may be […]

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Kotter’s 8-Step Change Model

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Last updated June 2016   What is Kotter’s 8-step change model? John Paul Kotter, a Harvard professor, developed an 8-step change model in 1995. This model has been discussed in two of his books called ‘Leading Change’ and ‘The Heart of Change’ (Chapman, 2014). The eight steps of the model have been summarized below: Create urgency Importance for the implementation of the change needs to be highlighted so that people will be motivated to accept and participate in the implementation of the change. Form a powerful coalition Right people with […]

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How to implement a change?

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Last updated June 2016 Change is any alteration in the work environment. Every individual and organisation experiences it (Plunkett & Attner, 1994). Change is sometimes very difficult to manage. Therefore, enough time and effort need to be put in place to manage it. Considering change a process may be useful. How to implement a change? In order to implement a program of change, a manager must be aware of why people resist change, why alteration efforts fail, and what techniques can be used to successfully modify behaviour (Plunkett & Attner, […]

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