The Unit 2 Discussion Topics continue to address SHRM content areas related to HRD. Unit 2 continues with change management addressing resistance to change and Lewin's force field and three step model.

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, leading to a response. Borkowski provides additional insight into understanding the forces of change, personal history, and social work situations. An additional review addresses 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?