Topic 1: SHRM Content Area (Change Management – Resistance to Change) Change is a common HRD outcome related to assessment. HRD professionals are then involved in the process of change management. One component of change management is understanding resistance to change. Borkowski presents Roethlisberger’s X Chart as a means of understanding and responding constructively to individual resistance to change. The Roethlisberger X Chart suggests forces (change, personal history and social work situations) that influence attitudes, which then lead to a response. Borkowski provides additional insight into understanding the forces of change, personal history, and social work situations with an additional review addressing resistance to change, individuals’ barriers to change, discomfort with uncertainty, perceived negative effects, lack of clarity and excessive change. Based on the reading, and your experience, which have you seen having the greatest impact on attitudes? What would you recommend as a way of constructively having a positive impact on these factors? Topic 2: SHRM Content Area (Change Management Lewin’s Force Field and 3 Step Model) Another component of change management is understanding and applying models of change. Borkowski also presents Lewin’s Change Model with its driving and restraining forces. Utilization of driving and restraining forces provides a three step process for implementing change (unfreeze, change and refreeze). Apply Lewin’s Change Model with its forces and three steps to the organization you are using for the course project. What is the one change your organization needs the most? What are the driving and restraining forces? How should they be manipulated to work through the three steps of unfreeze, change and refreeze? What should be done to refreeze the change in the organization?
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SHRM Content Area (Change Management – Resistance to Change) Change is a common HRD outcome related to assessment.
