Paper Topic:

Individual Project

Lewin 's Force Field Analysis An issue is held in balance by the interaction of two opposing sets of forces driving forces seeking to promote change and restraining forces attempting to maintain the status quo . This Analysis is a method to Investigate the balance of power involved in an issue Identify the most important stakeholders and target groups Identify opponents and allies Identify how to influence each target group How to conduct a force field analysis Describe the situation Describe the desired situation Identify where the current situation will go if

no action is taken List all the forces driving and resisting change towards the desired situation and their possible effects Determine whether change is viable John Kotter 's Eight steps plan The change process goes through a series of phases that , in Increase Build the guiding team-get the right people Get the vision right- establish a simple strategy Communicate for Buy in-involve as many people as possible Empower action-remove obstacles Create short term wins-set easy to achieve aims Don 't let up-force and encourage persistence Make change stick-Reinforce the value of success

Pendlebury 's ten key to successful management Sensitivity to key personnel changes and their impact on goals Clarity in specifying goals and defining the achievable Flexibility in responding to change Team building Net working Ambiguity tolerance Communication skills Interpersonal skills Personal enthusiasm Stimulating commitment in others My process of change Step 1 : Identifying the change (change of IT system : The business needs to keep up with technological advancements in the market hence the change in the IT system is essential Step 2 : Increase Step3 : Compose the guiding team : The team will be composed of the employees with technological knowledge . Employees who are eager about the program will also be included in the team . These will act as my driving forces Step 4 : Lobby for support for the change . Those who are against the program will be negotiated with to get on board . Their concerns will be taken seriously . This will help us reach an understanding or equilibrium . These will be considered as the restraining forces

Step 5 : Create the vision : After drumming up support , the team then creates a simple strategy Step 6 : Create short term wins : Set aims that are easy to achieve together with the team This will be done through change done department by department to allow employees time to adjust and learn Step 7 : Ensure changes stick : Ensure each employee is using the new technology and offer training for those who cannot keep up step 8 : Review of the plan : This is necessary to confirm that the objective of the change has been met . Increase in efficiency and business are the factors that will be used to measure Conclusion All the three models of change are useful , revelant and important and I have integrated them in making my process of change References www .valuebasedmanagement .net Jean Sandra (2003 .Management of change through force field analysis Journal of Nursing management Pendlebury et al (1998...

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