...Resistance to Change: Organizations and Individuals RafaelCollado MGT/426 Resistance to Change: Organizations and Individuals Introduction Organizations use change models to focus on improvement process that will help the operational excellence. Focusing on identifying and applying appropriate changes model to specific situations should be the main focus of the communication process, and using this as a way to get everyone involved that avoid ethical issues that face any organization when attempting to implement a change. Organizational success starts with organizations that communicate the changes in a way that all individuals, managers and employees, involved understand the purpose of these changes, the message, and its benefits. Organizational causes of resistance to change Resistance to change is caused by different factors that can affect the entire organization and create confusion around senior leadership that creates a problem between management and employees, which can create a possible issue with the organization's customers because of the final product being affected by the lack of necessary changes. Customers are always looking for a new niche in a product, one that can differentiate how it is perceived and improve the capabilities of an old or similar one. Organizational resistances to changes are caused by functional division of work because a few individuals are on control of the majority of individuals that can cause a lack of trust among employees...
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...Change management stories Name: University: Course: Tutor: Date: Introduction The current business atmosphere is characterized by a myriad of changes that often bring new opportunities as well as challenges to established ways of doing things. Technological advancements, changing economic fortunes are some of the factors that frequently call for new approaches in doing things so as to cushion business from the adverse effects of failing to embrace these changes. Increasing levels of competition puts firms to their toes as they continuously more effective techniques with a view to gain a competitive advantage (Anderson & Anderson, 2001). Organizations and scholars are in agreement that change is inevitable. The result is a development of change models which help organizations to embrace and structure change processes so as to reduce resistance (Brisson-Banks, 2010). This essay discusses Kotter’s change model and its application to the stories of change at IBM, Hewlett Packard and Kodak. Kotter’s change model and stories of change As mentioned earlier, change is inevitable in organizations. While a majority of stakeholders often recognize the need for the implementation of change, most organizations are met with general resistance towards change. People often find it hard to abandon old ways of doing things that they are familiar with as they fear the unknown (Anderson & Anderson, 2001). Human beings fear failure as well as the loss of their power...
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...Running Header: STORIES OF CHANGE Stories of Change Prof. Dr. Vanessa Graham HRM 560 January 26, 2014 Introduction The current business atmosphere is characterized by a myriad of changes that often bring new opportunities as well as challenges to established ways of doing things. Technological advancements, changing economic fortunes are some of the factors that frequently call for new approaches in doing things so as to cushion business from the adverse effects of failing to embrace these changes. Increasing levels of competition puts firms to their toes as they continuously more effective techniques with a view to gain a competitive advantage (Anderson & Anderson, 2001). Organizations and scholars are in agreement that change is inevitable. The result is a development of change models which help organizations to embrace and structure change processes so as to reduce resistance (Brisson-Banks, 2010). This essay discusses Kotter’s change model and its application to the stories of change at IBM, Hewlett Packard and Kodak. Kotter’s change model and stories of change As mentioned earlier, change is inevitable in organizations. While a majority of stakeholders often recognize the need for the implementation of change, most organizations are met with general resistance towards change. People often find it hard to abandon old ways of doing things that they are familiar with as they fear the unknown (Anderson & Anderson, 2001). Human beings fear...
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...athttp://www.apexjournal.org ISSN 2315-8727© 2014 Apex Journal International Review Organizational change: Case study of GM (General Motor) Muhammad Hashim* Government college of Management Sciences Peshawar, Scholar at Preston Islamabad, Pakistan. Accepted 24 January, 2014 The main purpose of this article is to elaborate and bring to light the core concept of the organization change, how it works, different factors which moves organization to change, steps for change, resistance for change, change forces, change management approaches and last an example of General Motor (GM) has given that how change was taken place in the organization and what was the strategies for change management. Recommendations and conclusion forms the last part of the paper. . Key words: Organization change, factors, resistance, GM. ORGANIZATIONAL CHANGE: A BRIEF INTRODUCTION The business world today are going very fast and new technology new method of product and new taste of customer and new market trend as well as new strategies for best control of the organization and motivation of employees are emerging and taking place from old to new methods, because the customer are the kings of market and most of the company now spending billions of amount on research and development in the organization, by keeping in view all these things the manager and expert of the today business now compel to decide about the change management in the organization, because business activities now become are globalize, and every...
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...Organizational changes are essential in today’s changing technological environment and economic uncertainties. It is imperative for management to understand resistance for change in workforce and implementing corrective measures for the same. Individuals have different egos and reasons for resistance of change. Individual positive attitude and negative attitude about change also play a vital role in resistance. We can categorize resistance to change in two categories like Individual Sources and Organizational Sources. Individual Sources includes like habit, Security, Economic Factors, Fears of unknown and selective information processing (Robbins & Judge, 2013). Organizational Sources includes Structural inertia (structural inertia works as a counterbalance during organization changes), Limited focus of change (limited change nullified due to large system in place), Group inertia (Group resistance to change), Threat to expertise (threatening of specialized groups) and Threat to established power relationships (redistributing decision-making power) (Robbins & Judge, 2013). There are number of ways management can help employees to overcome resistance of changes. Management can reduce the resistance by communicating and educating workforce for any changes in organization. Workforce participation is essential for any changes required within and outside organization. Positive relationship, support and commitment can reduce the resistance significantly. Management should implement...
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...department 2 4.3 Analysis of 2 4.4 Change Management Strategies 3 4.5 Possible impacts of resistance to change on the administration department 3 4.6 Strategies to reduce resistance 3 5.0 Conclusion 4 6.0 References 5 1.0 Introduction I have been asked by the partners, Izzi McDonald, Tomi Ajetunmobi and Alasdair Young at Classic Interiors to attend their next meeting to discuss the future of the company. They have also asked to know my views on any possible developments of the company and my views on the administration department. I will be preparing a briefing that will them be circulated to the partners, that they will then use for the basis of their discussion at their next meeting. 2.0 Terms of Reference I have been asked by Tutor Chris Kennedy to write a briefing report using the previous case study about Classic, that will include using the PESTEL model to help analyse any factors that could affect the future of the organisation and to also talk about any opportunities and threats that are relevant to the administration department at Classis Interiors, I will then analyse these and recommend changes that could address any of these issues. 3.0 Procedures The information in my report I have gained from: * The VLE Student Pack * Tutor Notes * Classic Interiors case study 4.0 Findings 4.1 PESTEL Model PESTEL analysis is a tool used by companies to identify and analyse any change in the strategic or business environment and...
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...Executive Summary Change, change, change… the speed within business and industry has increased immensely over time and new products are introduced regularly. The world has changed and will continue to change. Organizations perceive change as very important for its survival and prosperity in today’s most competitive environment and new business challenges. The success and performance superiority of organizations are very much dependent on the ability to align its internal arrangement with the demand of external world. Every business will contend to produce not only a better and more reliable product but also providing a better customer service. These can only be achieved through developing a better information system, a highly reliable infrastructure and a more efficient management system. ERP Systems born to help the different parts of the organization share data and knowledge, reduce costs, and improve management of business processes. A widely known critical success factor for effective ERP or large IT projects is organizational change management. ERP implementations are not mere Technology Platform changes, but with cascading effects all across the Organization, including business process and organization Structure. This assignment will observe the needs of “change management” in correlation with ERP Implementation and how “change management” plays significant roles in developing an integrated Enterprise system. I focus the ERP implementation process of ABC Co.,...
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...Abstract Resistance to organisational change is seen as one of the impediments to organisational expansion and growth due to its negative repercussions. This study therefore sought to investigate the factors that influence resistance to or- ganisational change at Oti-Yeboah Complex Limited. De- scriptive survey design was adopted to collect information using stratified sampling and self-administered question- naires. Descriptive statistics, bi-variate correlation, regres- sion analysis and t-test were used to analyse the data. The results indicated that less employee participation in deci- sion making and lack of trust in management contributed highly to resistance at Oti-Yeboah Complex Limited. In addition, factors such as lack of motivation, poor chan- nels of communication, and information exchange also contributed to resistance. The study suggests that manage- ment should encourage employee participation in decision making, build confidence, accept constructive criticism, be transparent and communicate clearly the need for change to employees. INTRODUCTION Organisations operate within an increasingly volatile environment and are in a state of constant change. The pressure to change stems from a variety of internal and external sources such as political, economic, social and technological factors (Boojihawon & Segal-Horn, 2006). Leana and Barry (2000) posit that organizational change is aimed at adapting to the environment, improvement...
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...Cambio consultants The most common obstacle to successful change is human resistance. Often people’s first reaction to the prospect of using a new business application, reporting to a new manager, or doing their work in a new way is to resist it. Anticipating potential resistance, assessing its threat to your change, and figuring out how to reduce the resistance is what change management is all about. The problem for business management is that change is rarely optional, The choice is not whether to change, but: * Deciding what change is appropriate and necessary * How quickly it needs to be achieved * How resistance can be overcome and the organisation mobilised to complete the change Types of change Radical Incremental change Transitional Transformational Emergent Incremental change - Viewed as a process whereby individual elements of the organization address specific internal and external problems, as they arise, in a piecemeal fashion, which over time results in organisational transformation (Hedburge, 1976) * Ongoing piecemeal change which takes place as part of an organization’s evolution and development * Tends to more inclusive The disadvantages of such an incremental approach include avoiding structural, system-wide problems, and assume existing processes need modest improvement. In addition, using incremental approaches can be frustrating to employees and management if (pick a buzzword) does not catch on in the organization. As...
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...When people enter into counseling sessions for addictions they do so with the hope of making a positive change in their lives or to fix something that is not working. These changes are sometimes met with reluctance and resistance, “Reluctance refers to the clients’ hesitancy to engage in the work demanded by the stages and steps of the helping process” (Egan and Schroeder, 2009). There are reasons why people are reluctant to change but there are strategies a skilled helper can use to reduce reluctance. One such reason is fear of intensity, clients who are seeking addiction counselling often come with past negative experiences, negative behaviours and attitudes and working through such intense issues can difficult and extremely intense. A prepared and skilled...
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...Abstract Business strategy is important for organizations to operate, and it significantly impacts on every department of organizations. If the strategy has changed, it will cause many problems. In the process of implementing these changes, there is support or resistance from shareholders. This report focuses on analyzing BA’s strategic changes and dealing with managing these changes. In tradition, HRM is the organizational function that deals with requirement, training, assessment and rewarding of employees, while also managing people and the workplace culture and environment. Now the new role of HRM refers to overcome the challenge form implementing changes of organizational strategies. The case also indicates that the flexible HRM plays a significant role of dealing with the disputes between employees and management. Key words: strategy management, British Airways, change management, labor dispute Implication of strategic change in British Airways 1. Introduction Generally, a company makes strategies based on the changing environment. But if the strategies changes, there are many barriers to conduct. Human resource is performed as the most valuable asset of organizations. How to manage and more efficiently utilize the asset is so significant for organization to operate and develop. Obviously, there are resistance form employees. Therefore, human resource department is responsible for coordination in the organization. Human...
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...LEADING INNOVATION AND CHANGE INSTITUTE OF LEADERSHIP AND MANAGEMENT LEVEL 5 AWARD /CERTIFICATE/DIPLOMA AC 1.1 EXPLAIN THE IMPORTANCE OF INNOVATION FOR OWN ORGANISATION Innovation is central to the future of the organisation (Trust) effectiveness to operate in the external/internal environment. The organisations culture needs to set the conditions and processes for Innovation and creativity to take place. Innovation can help set the strategic direction and enhances the ability to respond to key factors identified in a PESTEL analysis or organisational SWOT (appendix a). Evaluating key factors identified in the PESTEL analysis highlights why innovation is important to the organisation: Benefit | Factor | SIMILTANEOUSLY IMPROVE QUALITY AND PRODUCTIVITY | Better use of technology aligned to business strategyEnsure assets are fully usedDevelop IT for patient self-service systemsMaintain focus on high standards of practice, documentation and communication with patientsImprove health education use of social mediaProvide employees with stimulating work that creates a sense of personal growth | ECONOMIC GROWTH BECOMING MORE COMPETIVE | Improve business processesIncrease investment in sciences and technologyCreating confidence for external investmentCreate business partnerships | TRANSFORMS PATIENT OUTCOMES | Improved decision makingNew medicines, medical technologiesFocus on treatments in the homeGood informatics | An important consideration when new innovations...
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...A RESEARCH STUDY TO DETERMINE THE REASON CHANGE MANAGEMENT HAS A 70 PERCENT FAILURE RATE by Craig W. Johnson A research project report submitted to the faculty of Brandman University in partial fulfillment of the requirements for the degree of Bachelor of Arts in Organizational Leadership December 2012 TABLE OF CONTENTS Page Abstract 3 Introduction 6 Statement of the Issue 6 Background 6 Purpose 7 Research Questions 8 Significance of the Study 9 Conclusions 9 Literature Review 10 Research Question 1 10 Research Question 2 16 Research Question 3 23 Conclusions and Recommendations 26 Conclusions: Research Question 1 26 Conclusions: Research Question 2 28 Conclusions: Research Question 2 29 Recommendations 31 References 33 Abstract The purpose of this paper is to review current information on the reasons and circumstances why change management projects have a 70% failure rate. Since change management projects are perceived, planned, approved, communicated, and implemented within organizations at an alarming rate, it is important to reveal individual and group interests behind the ideologies of change management. This research provides insight into the characteristics of management, management’s approach to effective communication, the politics, power, and ideologies of change management implementation, the behavior of organizations...
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...Change Management Theory Name Institution Date Drivers for change Synergetic solutions Inc. as a company had specialized in assembling computers from major leading brands then later sold the computers at a subsidized price. The need for growth and expansion brought the issue of computer networking into perspective (Burnes, 2004). It was agreed that the organization should take part in this venture. In the event of effecting a change in any organization external and internal factors must be taken into consideration. At Synergetic, employee dissatisfaction is one of the major internal drivers. The employees have to be positively motivated to ensure that they welcome the changes and they take the initiative to learn new skills to aid the success of the change that was intended. “Morale largely surges when employees are empowered to aid reduce the impact of the company’s products and processes” (National Research Council Canada, 2003). Through incentives and bonuses for the employees they ensured success in one of the internal drivers of change. Another internal driver was better quality of their products in the market. Synergetic solutions had to come up with ways to ensure that what they were giving out in the market was performing at ultimate level. One other internal driver of change was humble financial performances which caused anxiety among employees. The fear that there might be future belt-tightening or company shutdown was a major fear...
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...organisational change Steve Ryan, 17 Aug 15 INTRODUCTION Change is often forces upon organisations, be it through internal forces (e.g. a change in organisational strategy) or external forces (a change in government legislation or customer demand) (Jabri, 2012, p. 4). No matter the reason, it is important that managers, leaders and change agents are able understand the change process, predict issues and react appropriately. In an effort to further our understanding of organisational change, this paper will discuss how change is relational and, therefore, the product of mundane conversations. In achieving this, the paper will consider the meaning of organisational change, the meaning of conversations and social construction, and the role of conversations within change. In discussing these definitions and examining the role of conversations within organisational change, we will be able to highlight fictions within the change process and identify methods of negating them. UNDERSTANDING ORGANISATIONAL CHANGE The definition of change is one that has been discussed and debated by philosophers throughout the ages. An ancient criterion of change states that an object, x, changes if and only if there are distinct times, t and t’, and property p, such that x has p at t and fails to have p at t’, or vice versa (Lombard, 1978, p. 63). This criterion looks at change in the widest sense. To understand organisational change, we need look deeper into what creates change, how...
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