Lewin’s force field analysis
Force field analysis operates on the concept of opposing forces. Implementing change requires a thorough analysis of the future expectations and the change in behavior of the employees. There are forces which drive behavior and those which restrain it. Behavioral outcomes are determined by the cumulative strength of the opposing forces. An organization can achieve desirable behaviors of the employees, and in this regard of police officers, and remove barriers to performance by varying the relative strength of these forces. Therefore, the overall strength of all driving forces should be more than the overall strength of all restraining forces. It is more effective to reduce restraining forces than increase driving forces (Smith, 2013).
Policing organizations have used the force field analysis in anticipating and panning to change in implementing COPPS by reducing restraining forces through fundamental changes in the structure and management of the organizations. Lewin’s model was invoked in planning on how to deal with officers who would find it difficult to involve the community in policing. The management worked on changing the perspective of police officers in order to meet the escalating challenges and varied service demands. The police organizations have worked on reducing restraining forces by adopting strategies which encourage innovative thinking, optimize staff and resources and involve the community in policing efforts. In addition, management practices have changed to involve all police officers in making decisions about their work (Bureau of Justice Assistance, 1994).
References
Bureau of Justice Assistance. (1994). Understanding Community Policing: A Framework for Action. Retrieved on August 13th, 2013 from: https://www.ncjrs.gov/pdffiles/commp.pdf
Smith, W. (2013). How Can Force Field Analysis Work in an Organization? Demand Media. Retrieved on August 13th, 2013 from: http://smallbusiness.chron.com/can-force-field-analysis-work-organization-5216.html
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