Critical & Facilitating Actors Enclosed Organizational Change
- Identify the critical actors and facilitating actors, which include both actors who might support or against the change (about 1 page)
- Based on your force-field analysis chart, provide explanations for each force that you listed in the chart as well as the type of the forces (e.g., amenability, potency, and consistency) (about 4 pages)
- Write about what actions you plan to take with respect to each force, especially for working and uncertain forces (about two and a half page)
- Analyze how the change may affect different stakeholders and make certain to include (primary and secondary) service users.
List who they are and explain in what way they can influence the change effort.
For example, 1) what administrative or informal power this actor has to influence the change? In what ways? 2) in general, does this actor represent a driving force or restraining force? Note: an actor can act both as a driving and restraining force, so here is a general estimate. If you have difficulty in assigning an actor a type of the force this actor (he, she, they, or it) represents, you can skip this part. In other words, just identify the actor and no need to specify what exact kind of force it represents.
Try to identify as many environmental, organizational, and participant variables as possible if your change case seems to have too simple a force-field. When think through, you will be amazed that how even a tiny change actually involves many stakeholders and is influenced by many factors. – refer to the reading summaries that I provided you as well as your peers’ presentation slides of the textbook.
