...Describe Lewin's change model and the systems model of change, and discuss the external and internal forces that create the need for organizational change. * Discuss Kotter's Eight Steps for Leading Organizational Change. * Discuss the 11 Reasons Employees Resist Change. * Discuss the process organizations use to build their learning capabilities and identify alternative strategies for overcoming resistance to change. Respond to at least two of your fellow students' responses. Try to respond to students who picked different statements. Kotter’s eight steps for leading organizational change include: 1 – Establish sense of urgency – Create reason for why change is needed 2 – Create guiding coalition – Get people with enough power and influence to lead change 3 – Develop a vision and strategy – Create plan to guide change process 4 – Communicate change vision – Implement communication strategy that constantly communicates new vision with others 5 – Empower broad based action – Eliminate barriers to change, encourage risk taking and problem solving 6 – Generate short term wins – Plan for short term wins, milestones to be met. Reward those who achieve these results 7 – Consolidate gains and produce more change – Coalition uses credibility from goal achievements/wins and creates additional change. More people are brought into the change process throughout the organization 8 – Anchor new approach in culture – Reinforce change by recognizing change and how it...
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...many industries to change the way in which they do business in order to survive. Managers must find ways in which in to motivate their employees to overcome their employees natural resistance to change. Mangers must find ways to communicate a clear intent to diminish unknowns. Once clear goals have been created lay out individual goals to follow and Inspect their progress. Additionally, management must make sure that everyone is part of the plan and honor employee’s success in order to create a smoother transition with minimal resistance. A Business Owner Should Not be Able To Hire Or Fire Anyone Without Interference From The Government In recent history, many industries have suffered a severe economic downturn. Many industries across the board have changed in order to survive. The changes that the industries have endured can be categorized in the following manner: technological, environmental, and internal to the organization. Nevertheless, people are creatures of habits and once they become dedicated to a routine may have difficulty adjusting to changes. Most people tend to resist change when it is unexpected or unknown (Rue, 2014). “If it feels like walking off the cliff, blindfolded people will resist it” (Kanter, 2012). The second reason people resist change is because it lead to more work, which result in personal sacrifice in all affected employees (Rue, 2014). Change by definition is a departure from the past (Kanter, 2012). Additionally, change may signify a loss...
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...Why people resist change 1. Fear. By far the biggest reason for resistance to change, fear creates paralysis. According to Jeff Hajek, People get worried that the new way won’t work, that they will not do well following the modified process, or that it will mean having to change to another job within the company. Worst of all, they fear layoffs. 2. Misunderstanding about the need for change/when the reason for the change is unclear — According to Torben Rick if staff do not understand the need for change you can expect resistance. Especially from those who strongly believe the current way of doing things works well…and has done for many years! 3. Comfort . When people have it good, they are reluctant to give that up. According to Jeff Hajek this is most common when an improvement effort in one area requires additional work in another area. For example, let’s assume area ‘A’ can save 10 minutes by moving 5 minutes of work to area ‘B’. The employees in area ‘B’ are likely to be less than thrilled by the change, especially if things were humming along smoothly for them. 4. Personal preference. According to Jeff Hajek some people have a personal style that makes it hard for them to accept change. This is basically the ‘other’ category of resistance. Some people just like things the way they are. 5. Change in the status quo —According to Torben Rick resistance can also stem from perceptions of the change that people hold. For example, people who feel they’ll be worse off at...
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...Leading Change Answers (1) The top 3 reasons why change efforts fail are as follows; (i) Not establishing a great enough sense of urgency: When successful change efforts begin, individuals or group of people look hard at the companies competitive situation and the focus on potential revenue drop or an emerging market that everyone seems to be ignoring. These steps are important but without motivation to carry out these steps, people don’t help and the efforts fail. Some of the reasons why these efforts fail is; Sometimes executives underestimate how hard it can be to drive people out of their comfort zones. Sometimes they grossly overestimate how successful they have already been in increasing urgency. Sometimes they lack patience. (ii) Not Creating a Powerful Enough Guiding Coalition: This is because companies usually underestimate the difficulties of producing change and thus the importance of a powerful guiding coalition. Sometimes companies have no teamwork at the top and therefore undervalue the importance of this type of coalition. They expect the team to be led by a staff executive from human resources, quality, or strategic planning instead of a key line manager. (iii) Lack Vision: This is because companies do not create a vision to help direct the change effect. They do not develop strategies to achieve that vision. (2) The role of a leader in change initiatives include; establishing a sense of urgency, forming a powerful guiding coalition, creating...
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...Change and Innovation Marion Farda HCA 250 April 22nd, 2012 April Doctor Small Change and Innovation The world we live in is constantly changing, this means that technology is always changing, and businesses must change to keep up. Recently there has been a big change in the medical field, from advances in the treatment choices one now has to the way our medical treatment is delivered in terms of the newest equipment that has been created. There has been one very significant change in medical technology and that is in the way our medical history is stored, gone are the days of paper records; we now have been introduced to Electronic Medical Records. This means all of our health information is now stored on a computer. The changes make hand written notes that are at most very hard to read a thing of the past, and giving the health care provider the ease of having all your information at hand with just a few keystrokes compared to searching through stacks of papers in a file. Change is a factor in a person’s personal life as well as in their professional life. “The idea that human beings naturally resist change is deeply embedded in our thinking about change. Our language (e.g. “resistance to change”), our assumptions, and mental models about change all seem to imply that something in our natures lead us to resist change. However, it is easy to find examples of human beings, from childhood on through old age, actively seeking out change of all sorts. Human beings...
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...INTRODUCTION Change is defined as pervasive influence, where all aspects are subject to continual change of one form or another (Mullins, 2005 , p.909). Also, change is an inescapable part of both social and organizational life. The abstract of organizational change is in regard to organization change, as opposed to smaller changes such as adding a new person, update a program. Instance of organizationwide change may include a change in mission, restructuring operations, new technologies, mergers, collaborations, and rightsizing. Change in organizational scheme is an attempt to alter the organization`s alignment with its environment. The Nature and Causes of Resistance to change Employees have to learn something new therefore they resist to change. In many reasons there is not a divide with the advantage of the new process, but rather a fear of the unknown future and about their ability to adapt to it. Forces of Change The general environment is parted in to different dimensions: External forces for change originate outside the organization. First of all, these forces have global effects, they might reason an organization to question the essence of what business it is in and the process by which products and services are produced. There are external forces for change is discussed below: The workforce is more diverse and there is a business responsibility to effectively manage diversity. Thus, organizations need to effectively manage diversity if they are to receive maximum contribution...
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...“Change will not come if we wait for some other person, or if we wait for some other time. We are the ones we've been waiting for. We are the change that we seek Change management is one of the most keenly studied management disciplines today. Keeping in mind the fact that the organisations, which embrace change, are likely to be most successful one. For this reason, many firms and institutions are alert to the need of continually monitoring their structure and procedures with a view of improving them. This article focuses not only on the change but the whole process of change – starting from the introduction to the consolidation of change. Definitions of change: o As a society, we have been moving from old to the new. And we are still in motion. Caught between eras, we experience turbulence.' - JOHN NAISBETT Change is inevitable in the life of an organization. o According to Stephen P. Robbins- change is concerned with making things different. Things must be different because they change constantly. o Change can be defined as – when an organizational system is disturbed by some internal or external force, change frequently occurs. Change as a process, is simply modification of the structure or process of a system. It may be good or bad, the concept is descriptive only." Outside environment of the organization is ever changing, even socially and politically we are always on the move, looking for newer and better ways of doing things. The industrial revolution &...
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...WHY DO EMPLOYEES RESIST TO CHANGE? Whenever human beings are exposed to change at work (or at home, at play or in relationship), resistance is a natural and common phenomenon. Even if change is the “solution” one needs to plan for resistance. Leaders, managers, supervisors, all of us who are tasked with the role of implementing change efforts, and I think that change is continuous, rather than it happens periodically when caused by a severe disruption. And I agree that small changes occur continuously, but change that will markedly after an organization happens periodically and occurs very quickly. Change be it major or minor is now continuous of any major severe disruptions. Businesses are now aware of the new reality that they face on a regular basis. They want to be the first to disrupt because if it’s going to happen anyway, it’s much more profitable for them to be the disruptor. And I agree that change needs to have a clearly communicated value statement and the endurance to see training through. And people are not against change but against being changed. Force it upon them, and they all will find reasons not to step out of their comfort zone, these include fear. Discomfort and even more so, fear for the outcome, is the outmost important reason for resistance to change. It is about people and not machines. People think, feel and have emotions. All personnel involved always and immediately know, it is not only just about adapting to market changes, but it’s also always...
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...Organizational Behaviour Organizational Behaviour - Change Organizational Behaviour – Change Introduction Change affects us all in different ways. The reality today is that managing change and coping with change is a never-ending process that can be complex and stressful. Constant change is commonplace in the modern workplace. Specific factors driving change include changes in the work itself, structural and organizational design alterations, shift to the global economy, and increased diversity. There is often resistance to change in organizations. This is usually traced to some combination of individual, group, or organizational characteristics, including the design structure of the organization, changing systems and programs, changing organizational policies, and the organizational culture. Organizations need to remain compatible with their external environments. However, the environments in which organizations operate are constantly changing, so they must recognize the shifts and respond accordingly in order to survive and remain effective. Successful organizations monitor their environment and take appropriate steps to maintain a compatibility with the new external conditions. Given the increasing amount of change that organizations experience, it is critical that all employees learn strategies to manage change and cope with change. Rather than resisting change, employees and successful organizations embrace change as an integral part of organizational life. ...
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...Change in almost any aspect of a business enterprise’s operation can be met resistance. Nowadays, changing in business circumstances requires managers to take preventive action aimed at stabilizing the enterprise and resolve conflicts that may threaten the enterprise’s future. Managers will be acting as change agent and responsible for managing the organizational change process. Change agents can be a manager within the organization, but could be a non-manager such as outside consultant who has objective perspective when analyze enterprise’s lack. According to (Robbins and Coulter 2011, p.155) Managers will face three main types of change: structure, technology, and people. Changing structure driven by changes in the external environment or...
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...point in which I was personally experiencing it myself. As someone who has undergone a reduction in work force, this course helped me better understand why transitions happen in a company that is going through an economical or global change. As someone who has worked for over 30 years, I experienced this for the first time ever in my life. I did not quite know the gest of what it all meant because I did not have an understanding regarding this matter. This class has help broaden my understanding tremendously on how it is necessary to have an Organization Developer who can help a company go through the process and make it a smooth transition. From the first part of the class, we had an assignment whereas we had to interview someone who was experienced in the field of Organization Development. I chose the instructor because I realized that she had a background in OD and was well versed in the field with her many years of experience. With the experience the instructor has, she was able to emphatically speak about what companies should do upon their transition in order to keep the reputation of the company in good standing as well as help employees cope with the change and keep morale up. Not only is an Organization Developer needed when a company downsizes, but even when a company is going through a growth spurt. Why is this necessary? Primarily because the company must understand that new positions created in the company must have some form of structure and a robust...
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...failure, it is crucial for principals to discover why teachers resist change (National Association of Secondary School Principals, May 2009). Identifying the Reason for Resistance Resistance to reform or change can happen for many different reasons. The most common misperception on resistance is that the education simply does not want to change. However, this is the exception, not the rule. Resistance to change can take on many different forms. According to Derya Yılmaz and Gökhan Kılıçoğlu (2013), the most common reasons for resistance are: * Interference with need fulfillment - The change will prevent economic, social, esteem or other needs fulfillment. * Selective perception - People will hear or see what they want to and disregard any information that threatens their perspective. * Habit – People react to a change or situation out of habit because it provides security and comfort. * Inconvenience or loss of freedom - People are afraid the change will restrict or limit their freedom or they will loose a measure of control. * Economic implications – People may perceive the change will reduce pay or other rewards. * Security in the past - People resist change when faced with unfamiliar methods or difficult and frustrated occasions. * Fear of the unknown – When limited or no information is given about the change, people become fearful and anxious. * Threats to power or influence – People may perceive a threat to their level or power or...
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...implementation of the curriculum plan. The final destination of any curriculum (whether it be a school, college, university or training organisation) is the classroom involving students, teachers, administrators and the community. Implementing the curriculum is the most crucial and sometimes the most difficult phase of the curriculum development process. Those responsible for implementing a curriculum often hear comments and concerns such as: o Teachers are already overloaded – how are they going to implement the new ideas. o Parents and education officers are only interested in a high pass rate in examinations – how are schools to incorporate suggested changes. These are real concerns and made worse when persons implementing the curriculum are not clear what is expected of them. How often have we heard people say, ‘the plan was good but implementation was poor’. On the other hand, if a curriculum plan is not implemented and remains on the shelf then all efforts in planning will be a sheer waste. A curriculum must be delivered and that means it must be implemented in the classroom if it is to make an impact on student learning. Good plans reaching the classroom are not properly implemented because of a lack of planning and preparation. In some curriculum development projects, implementation is not been given due consideration; not realising that innovations need careful planning and monitoring. We hear of teachers not...
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...A New Beginning Source: We Day, Partner Profiles, [Illustration] Retrieved from http://www.weday.com/what-is-we-day/our-partners-old/partner-profiles/ BUSM 4120 Organizations and Change October 5, 2014 “Founded in 1975, Second Cup is Canada's largest specialty coffee franchisor, operating more than 350 cafés across the country. As a proudly Canadian company, Second Cup celebrates its franchise's local ownership, and prioritizes the support of local businesses through daily deliveries from neighbourhood partners. Committed to caring for every guest, all 5,000 associates of Second Cup are Trusted Coffee Experts who sell 1,000,000 coffee and tea beverages every week1.” I have worked for second cup since March 2012 until August 2014. A couple of mouth before I left the organization, there were rumours that a new CEO was coming along and was planning for a big change. “A transformation could be in the works for Second Cup Ltd. with the hiring of new CEO Alix Box, who brings a marketing and retail pedigree to the coffee chain from executive roles at Holt Renfrew and Starbucks2.” Managers were shaken up by this change for two reasons: Alix came from Starbucks which is Second Cups direct competitor and because she had already started firing people from hire levels of the organization. “For the past six years, Alix has been a member of the senior leadership team at Holt Renfrew, most recently as Senior Vice President, Retail. During this period, she helped lead a strong...
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...Resistance to change as a form of feedback Paul John Dale Graduate Research Paper INDM 4211 Industrial management MIchigan University Professors: Robin Table of contents Abstract 3 Change4 Resistance to change 4 Resistance to change causes and forms Conclusion 19 References 20 Abstract Abstract traditionally, imperviousness to change has been given a role as ill-disposed ‐ the adversary of progress that must be vanquished if change must be executed effectively. While it is clear that established administration hypothesis watched safety in such a way, late writing contains much confirmation, that recommends safety may undoubtedly be helpful and is not to be essentially neglected or looked down. This paper contends that the trouble of hierarchical change is frequently exacerbated by the botch of safety got from a basic set of presumptions that misjudge safety's key nature. It is proposed that administration might enormously profit from systems that deliberately oversee imperviousness to change by looking imperviousness to change as a manifestation of criticism, for methods for using it as opposed to overcoming it and enhancing the procedure of progress or others needed to effectively actualize the change. . Change “Change...
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