Post #1 Force field analysis is “a process of identifying and analyzing the force field in an organization and then altering those forces to accomplish your change. The force filed is ade up of driving and restraining forces” ((Cawsey, Deszca, & Ingols, 2016). The major driving force for the change is the need for HR infrastructure; there is a lack of efficient strategic and tactical HR support. Some of the external forces include; competitors, clients, and available technology. Additionally, the internal individuals would the employees and executive leadership. The executive leadership would play a part in letting it happen, while functions such as; IT, Marketing, Legal, and Finance would help and HR will make it happen. The HR department will need additional headcount, positions will be restructured into new ones and existing HR employees will need advanced HR training. The lack of process will impede any progress and the organization’s culture is “used” to doing things a certain way will act as another deterrent for change to take place. Executing a strong communication plan as well as long-term strategic plans could weaken the force of the culture’s resistance to the change. Also, completing the change in phases as opposed to changing all at once will minimize any resentment. Lastly, implementing a strong change management strategy will enable success. Gaining buy-in from the CEO and executive leadership team will be crucial to advance the change. Leveraging senior and mid-level leaders as part of the change management process will also be key to success. Additionally, sending out surveys to gather data as well as throughout the process as a point of “check-in, and lastly, leveraging HR as the SMEs during the process. The organization I am doing the change initiative for has undergone major changes in HR. The organization is extremely reluctant of the department as a whole and trust will need to be regained through this process. “The price of failed change is widespread loss of credibility of the noble objective an organization is trying to achieve” (IIEE, 2004). References Cawsey, T.F., Deszca, G., & Ingols, C. (2016). Organizational Change: An Action-Oriented Toolkit. Los Angeles, CA: Sage. Overcoming resistence to change. (2004). IEEE Engineering Management Review, Engineering Management Review, IEEE, IEEE Eng. Manag. Rev, (3), 72. doi:10.1109/EMR.2004.25109 Post #2 The business dictionary defines force field analysis as “technique for identifying and analyzing the positive factors of a situation that help ('driving forces') and negative factors that hinder ('restraining forces') an entity in attaining its objectives. The need for change is driven by the requirements to meet the training standards established by the Unites States Army through doctrine. There are some external forces that are driving forces to this change, some of these are: availability of training aids; competition for training sites.