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Organizational Change

In: Business and Management

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Implementing Change in Organizations
(Shift Happens)

Research Paper
MGT6681
Abstract As one of the key lessons in the book Who Moved My Cheese? points out, “change happens”; in fact, change may be the only constant in our lives. Some people thrive on change; others will avoid it at all costs – even if it costs them their livelihood. Because change is one of the major problems causing conflict and dissention in the organization’s most valuable resource, its employees, this paper will review some of the possible causes of resistance to change and how to overcome them. Specifically, this research will focus on these particular aspects of implementing change within an organization: Why change? Who avoids change, and why? How to overcome resistance and implement change.

Nothing endures but change.
Heraclitus

Why Change? Possibly one of the biggest problems with implementing a change in an organization is the fact that employees may view the change as unnecessary. As an example, The Farm Bank case (Brown/Harvey, 2006) illustrates how change can go wrong when it isn’t analyzed for its costs vs. benefits, well-planned – beginning to end, or even needed to begin with. In this case analysis, the CEO decides that the company needs to implement a new MIS program to assist with increased productivity, long-term planning, and decision making. Although he has good intentions, he dives right into the project and even creates a new management position for it, then promotes someone who likely didn’t have enough MIS leadership experience to create and implement the program. This is a prime example of change for the sake of change. Sometimes leaders get caught up in the excitement of a new gizmo (i.e. a new software program), training concept, or the latest management theory that they honestly and earnestly believe will solve all of their...

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