Force Duncand Analysis In Health Care

Force-filed analysis is a concept that asses various forces that can positively and negatively affect a process such as the change management. The analysis begins with the process of identifying the forces that are categorized into enabling and constraining (Grundy & Brown, p. 101). The enabling forces encourage change, while the constraining force prevents introduction of change in the organization. A manager or a leader who fails to understand the constraining forces is not able to introduce the change, as one is not able to comprehend the problems faced by the forces. Conversely, an understanding of various forces enables the manager to achieve the desired result. It is possible to identify the forces by deciding the aims and the objectives

A hospital management has decided to upgrade the technology used in the organization. It is likely to assist the organization to provide improved service to the customers. For example, the use of the wireless equipments that are available in the market facilitate communication between the customers and the medical professionals. The enabling forces in this case are the facilities that can be provided to the customers including the service and maintenance of their records, patient satisfaction, and reduced cost of maintenance of the services. The customers may complain regarding the quality of the service that is currently offered to them. They also tend to complain regarding the nature of service that they obtain when they visit other organizations. Competition is an important force that can compel an organization to introduce various changes. The senior management, in this case, is convinced regarding the change. One can use these factors to convince the management to introduce the changes (Sherwin,

For example, managers at the intermediate level may oppose this change. They may instigate the staff concerning the need to avoid or postpone change. The staff, in some organizations, resists any sort of change. According to them, the present system is working well and there is no need to introduce change. In many cases, the staff is critical of the change management process. In some cases, the staff may envisage an ulterior motive. The management may be accused of exploiting the workers by introducing undesirable changes. The staff may have certain concerns with the idea of testing the product. The trial process needs time and patience. The management cannot assure the workers that the new technology would be used for a particular period. The employees are also worried concerning the use of the new technology. They need considerable time to learn the new technology. They are generally reluctant to learn new aspects relating to their profession. The workers need to attend the training workshops to obtain expertise in the new technology. The organization needs considerable financial resources to introduce the change. In some cases, they may suffer major losses due to the introduction of new technology. The organization needs to study the impact of the change on its relationship with the employees and the customers (Sherwin,