Combating Resistance To Organizational Change Essay

Combating Resistance to Organizational Change Essay
Combating Resistance to Organizational Change
By any objective measure, the amount of important, frequently distressing, change in organizations
has grown enormously over the last two decades (Kotter, 1996). Jeffrey M. Hiatt, CEO of Prosci
Inc., (as cited by Gibson, Ivancevich, Donnelly & Konopaske, 2009, p. 481) explained, "thirty years
ago, a foturne 100 probably had one or two enterprisewide change intitiatives goiong on; today that
number is proably between 20 and 25." The speed of global, economic, and techological
development makes change an ineveitable element of organiztional life. Change is a pervasive,
perisitent, and permenant condition for all organizations (Gibson, et al., 2009). Organizational
change means different ... Show more content on Helpwriting.net ...
If organizations are to thrive and be sustaining, they need to respond to the dynamics of their
environment with change. However, change is not a singular event with an isolated focus (Spector,
2007). Effective strategic renewal is a combination of "the three faces of change"–turnaround, which
targets costs; technology, which targets internal process; and behavioral, which targets employee
actions and interactions (Spector, 2007). In a discussion on change management, particularly
management–by–control versus management–by–shaping, Palmer, et al. (2009) draw a similar
conclusion that "organizations and human systems are complex and evolving and therefore cannot
be reduced to a single, linear objective of maximizing shareholder value" (p. 50).
Forces for Change
Despite some variations in change approach labels among academic research, it seems generally
accepted that forces for change are the catalyst for change itself. Gibson, et al. (2009) classified
forces for change into two groups; environmental and internal, and further described environmental
forces as those generally beyond management's control and internal forces generally within
management's control. These forces for change trigger an intervention or change process that can
take any of three approaches: structural, behavioral, or technological (Gibson, et al. 2009).
Similarly, Spector (2007) discussed change approaches as those of organizational turnarounds,
behavioral and
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Resistance to Change Essay
Resistance to Change
Change in a business is inevitable and typically only the strongest thrive. With a fluctuating
economy and constant technological advancements, organizations are expected to adapt in order to
survive. When a business is posed with an issue or change, it must develop new business and
strategy structures and implements those developments throughout the entire company.
Communication, education and participation are all required for a change model to be successful.
Though change and adaptation may be needed to better the company, with implementation of
change comes resistance. Most companies face resistance on an organizational and individual level
during a transition. However, it is how the company is able to overcome ... Show more content on
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Employees who feel pushed out of their comfort zone may also resist change, due to the
unfamiliarity of new implications or managers. The fear of uncertainties due to the lack of
communication can also lead to resistance to change on an individual level. If employees are not
informed of the needs of the change then the fear of the unknown can cause resistance. Personal
impact and fear of change are not the only causes of resistance by individuals during a change to
business practices. The lack of respect and negative attitudes can also lead to employees resisting
business change. If an employee lacks respect or has a negative attitude towards a person or
department leading the change, then there are more likely to oppose the new ideas being
implemented. Poor communication greatly impacts individuals' accepted to new practices in a
company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that
employee may reject the change. Upper management must effectively relate the value, need and
benefit of the change to help get employees on board with new changes. The lack of individual input
can also lead to resistance. Some individuals feel the need to be included in new ideas. When
employees are not asked to be involved in changes, they may lack the vision of importance or will to
change. A heavier workload can also cause opposition among employees. Employees may not
embrace more systems and requirements needed

Essay on Resistance to Organizational Change
Individuals when faced with any major change will be inevitably resistant and will want to preserve
the status quo, especially if they think their status or security within the organization is in danger
(Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in
employees which make it problematic and possibly even impossible to contrive improvements
within the organization (as cited in Bolognese, 2010) Therefore, management must understand,
accept and make an effort to work with resistance, since it can undermine even the most well–
conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to
achieve the maximum benefits from change they must effectively create and ... Show more content
on Helpwriting.net ...
Technical resistance is caused when employees are concerned about the capital that was invested in
the technology and equipment that is currently being used. There is also cultural resistance that is
difficult for employees to change values, norms, and procedures that are supported by the current
culture within the organization. The final type of resistance is political resistance. This happens
when decisions made in the past are now being questioned which can cause certain stakeholders to
feel threatened (Van Dijk, & Van Dick, 2009).
Elements for Dealing with Resistance
According to Palmer, Dunford, and Akin (2009) there are six different approaches to managing
resistance to change which are, situational, let nature take its course, thought self–leadership,
creative counters, tinkering, kludging, and pacing approach, and finally the power of resistance
approach. While all of these different methods or approaches for dealing with change have positives
and negatives, some are better than others. For example, Kotter and Schlesinger's situational method
is great in that it recognizes some situations need to be treated differently than others. However, they
suggest that manipulation could be used and while they explain the dangers of this approach, its
application is very limited and the rewards don't outweigh the risks.
Another approach that Palmer, Dunford, and Akin (2009)

Resistance To Change Analysis
Change is inevitable in this world, how we handle it is what makes the difference. While most agree
that change is typically a challenging issue for an organization it does not mean that is can not be
accomplished with little to no upset. Be it a simple change or a major project there are strategies that
can be used to make the change a positive experience for both sides of the change; but first an
understanding of resistance to change must occur.
Organizational change is an important issue in all organizations. The process in which an
organization optimizes its performance working toward its new state of function is pivotal.
Resistance is easily found in direct or indirect challenges to authority, lack of action, and even open
hostility. (Scheid, ... Show more content on Helpwriting.net ...
If a person understands why they are most likely to comply and act in a positive way. Getting buy–
in is one of the most difficult things to achieve, but at the same time it is one of the most critical
because it is the hurdle that either makes or breaks it all. (Scheid, 2011)
One of the most common resistance to change is the fear of failure. (Tanner, 2017) Your team might
have a fear that they will not be able to adapt or perform with the new changes. This was seen a lot
in the medical field when electronic health records came out. Many providers refused to change
even if that meant losing reimbursement from insurances that require the use of EMR. They were
afraid that they would not be able to meet the needs of the system based on a lack of computer
skills.
The last resistance to change that will be discussed here is the lack of tact or poor timing on the
behalf of management. Sometimes it is not what is said by how it is that creates the problem.
(Tanner, 2017) With everything in life there is a time and a place. Great discord can be created if the
person delivering a new policy does not use tact or have an understanding of what this means for the
people it is effecting. Thoughtful implementation must be used to reduce

Managing Employee Resistance to Change
Managing resistance to change The top obstacle to successful change is employee resistance at all
levels: Front–line, middle managers, and senior managers. A change in employee attitude IS
possible! "Garrison Wynn, I just wanted to say Thank You! You will never know the impact that you
have made on my life. I started back to work today with a new attitude about my job. I am more
confident in myself and my ability to do my best. I do have an important job and it is important to
learn how to deal with the stress that comes along with it. I feel like a new person. My husband told
me that he could see an improvement in my attitude and that I looked "happy." Thanks to you I am
that new person. Please do more seminars in the Houston area." ... Show more content on
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Awareness of the business need to change is a critical ingredient of any change and must come first.
If someone had taken the time to explain that the old software would no longer be supported by the
vendor, and that new software was necessary to meet the needs of your customers, then your
reaction (based on this awareness) would likely be very different: * "How soon will this happen?" *
"How will this impact me?" * "Will I receive new training?" Take this same example one step
further. Assume you were made aware that a change was required, but you had no desire to
participate or support the change. * "What's in it for me." * "I doubt they are really serious about
this." Now the tables are turned, and you may become the target of an emotional response from
individuals within the organization. You may be labeled as difficult, inflexible or unsupportive.
Some may say you lack initiative or vision. You may be called a cynic or pessimist. Awareness and
desire are two critical components of the change model. Resistance to Change Most people prefer
predictability

The Resistance to Change
As a person one might find that we follow a specific routine on the day to day basis. Sudden
changes to these routines feels weird and out of place. In William Faulkner's "A Rose For Emily"
based in a fictional town called Jefferson taking place during the twentieth century. The time period
is indeed an important factor because southern tradition was above all of the highest importance.
This short story gives the audience details of life during that time in which they followed the values
of southern tradition and the importance to never stray away from those traditions. The context of
the story is laced with subliminal messages of humanities resistance to change. In Faulkner's "A
Rose For Emily" the lead character is the center piece of ... Show more content on Helpwriting.net
...
Which gives us the narrator's opinion on the subject of change, which is disapproval.
In "A Rose For Emily" the narrator uses the rose as a symbol of resistance to change. Having been
mentioned in both the title and in the bed next to the body of Homer. Symbolizing the romance of
southern tradition (Kurtz 40). When a person receives the rose it is tradition to place it in the pages
of a book preserving its memory (Kurtz 30). Homer Barron is himself "A Rose For Emily" and
symbolizes southern tradition. By murdering Homer in the psychotic fashion detailed in the story
she has preserved his memory for herself. His decaying body is symbolic for the rose left in the
pages of the book (Kurtz 40). Like the Rose, Emily's watch which is usually connected to a chain in
her pocket is symbolic. Having been placed in her pocket the loud ticking is a constant reminder of
how change annoys Emily. The fact that the Keys 4 watch is not visible where she can watch time
fly is an example of Emily's pathetic attempt to hide the passing of time and control change (Schwab
215).
Emily can be compared to Queen Victoria known to adapt to traditional values and feared for
straying away from those values (Dilworth 255). This comparison is the enhancement of Emily's
fear of change because the queen herself was disgusted with the very idea of change. Prince Albert a
foreigner was the unpopular husband of Queen Victoria because of his ethnicity. In this comparison
Prince Albert can be

Resistance to Change MGT380 – Managing Organizational Change July 30, 2012 Dr. David M.
Piltz Resistance to Change Organizational change is a focus for Starbucks. The resistance to change
needs to be a consideration for the company. Starbucks needs to focus on how to communicate the
change in the organization and the attitudes that come with the change, whether it is positive or
negative. Starbucks needs to establish strategies for managing the attitudes and the role of the
president, manager, and employees with the proposed changes. Starbucks also needs to consider
how the combination of the leadership and communication strategies mitigates resistance to change.
Communicate Change Change within an organization is a ... Show more content on Helpwriting.net
...
Listening to the employees helps enable the managers to learn more about the employee's hopes,
fears, and the actions that they may take. Listen for points of commonality to establish some
common ground. Managers need to rethink resistance by recognizing it as a natural part of the
adaption–to–change process, which is a form of energy that may be able to be trapped and a form of
feedback about the change process. Role of President, Manager, and Employee Change needs
leaders and managers, leaders must inspire people to take the brave step into the unknown, to define
an inspiring vision, and to guide the employee on their journey. The president needs sponsor the
change, map–out the stakeholders, shape a steering group to oversee the project, and lend support
keep employees engaged. The president also needs to pick a project leader and manage, and recruit a
project team with representatives from across the business. The president needs to meet with a team
of supervisors from various stores and discuss the changes that are implemented. Meeting with a
team of supervisors conveys that the company is confident about the change and that their input is
needed and very much appreciated. The manager's role is to communicate the changes with clear
and accurate instructions to the employees who are

Emily Grierson's Resistance To Change
In this southern setting after the Civil War, Faulkner exposes the theme of resistance to change. A
Rose for Emily is an assessment of the way some people deal with vicissitudes in their lives. Miss
Emily Grierson who always subsisted under her father's wings, displays serious issues after his
death. The story begins with the end of Emily's life. Poor Emily's sentimental clutter and grotesque
demeanor bring pity on her character. Some may argue that she was just misunderstood, others may
see in her a psychologically unbalanced person, and that her attitude was simply a way of crying out
loud for help. In any cases, Emily appears to be someone that the common mortal would feel
compassion for, enough to deposit flowers on her grave. Her inability

Emily Grierson's Resistance Of Change
The story of Emily Grierson is a hauntingly gothic approach on the resistance of change. It starts out
announcing Emily's funeral is an obligation for the town and the process of the selfish people who
would only go for their own benefit. The reader is then transported through time over decades of this
southern woman's life while learning about her strange habits and how she became the conversation
of many in the town. Everyone has quirks. Emily's just aren't the normal ones typically heard from a
neighbor. Refusing to pay taxes, buying giant amounts of poison, and even having a house that
radiates an odor even from the outside. After her funeral, the town discovers Emily's dark past and
how everything was much worse than they imagined. Emily was an interesting woman. Her habits
drew attention from everybody in town and was the hot topic for conversation. Yet, nobody knew
anything more about Emily other than the gossip spreading around. The selfishness of the
commotion of a new thing to say "poor Emily" for had become very worn out by the time her
funeral came around, which caused even more discussion. People poured into her abandoned house
for the funeral, but not for the normal reasons. The only motivation these people had was nobody
had seen the inside of her house for quite some time. Emily had shut herself out from the world ...
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A rose is typically a symbol for love and life, but there isn't much love in the storyline at all, it's
actually the opposite. This gothic approach to the story wouldn't give the reader any warm and
fuzzies. If the title is said out loud, it sounds like "Arose for Emily" which is exactly what the
people do at Emily's funeral. They arose for her. In Greek legends, Roses were used to represent
secrecy. Meaning, the narrator kept Emily's secret throughout the story until the end even after all
the jumping through

Engstrom: Resistance to Change
1. There are a large number of problems at Engstrom. Worker morale is decreasing, and this is a
combination of a few factors. The company instituted a Scanlon plan to drive productivity increases
using cash bonuses. The employees have become accustomed to these bonuses, in part because the
plan called for a reserve, which allowed Engstrom to pay out bonuses even when targets were not
met. This created a disassociation between performance and reward. The employees now have a
sense of entitlement. This manifests itself in reduced efforts to improve productivity, suspicion of
management and in dissatisfaction when they do not receive their bonuses. There is also the
question of fairness. The Scanlon targets related to both revenue and payroll. Therefore,
management plays a role in the final results. In addition, external factors also play a role in the
results. Productivity improvements alone are not solely responsible for improving the ratio. For
example, a recent downturn in the industry has hurt sales, largely through no fault of the company or
its workers. Because management has a role to play in the ratio, the workers rightfully want to see
management's bonuses tied to the same performance metrics as their own. They do not want to see
their bonuses cut for things that they did not do.
These issues are significant. Productivity is slipping, and so is workmanship. The workers' sense of
entitlement is at absurd levels, and management has fallen into complacency. The

Resistance to Change in Organizations
BOTH ORGANIZATIONS AND INDIVIDUALS RESIST CHANGE. WHAT CAN BE DONE TO
OVERCOME THIS RESISTANCE?
It 's not the strongest of the species that survives, nor the most intelligent, but the one most
responsive to change. ~ Charles Darwin Organizational changes are changes that are made in the
overall framework of a company, such as restructuring in departments, changes in policies, or
changes in culture. It directly affects all departments, from the entry level employee to management.
Any business in today 's fast–moving environment that is looking for the pace of change to slow is
likely to be sorely disappointed. In fact, businesses should embrace change. Change is important for
any organization because, without change, businesses would ... Show more content on
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Aside from individual resistance, organizations as a whole also resist changes. Some organizations
are so designed that they resist new ideas. The major reasons for this type of resistance are : threat to
power; upper management considers change a threat to their power, authority and position. They
fear that new policies imposed for instance by the government, may result in them losing their
status. Also implementations such as participative decision making and self managed work teams
affect their purpose.
Additionally, companies resist change in their organizational structure. Especially bureaucratic
structures where jobs are narrowly defined and flow of information is stressed to from top to
bottom. This is usually because change in one part of these structures cant happen without causing
disruption in all levels.
Other popular reasons to resist change are resource constraints and sunk costs. If employees do
accept change, organizations must have the resources to accommodate the new changes. For
example if training agents are hired, the company needs to have sufficient financial resources to pay
them and also pay their employees. If they are not equipped with enough resources, they will resist
change. Also, it creates a problem for top management because a lot of capital would have already
been invested in fixed assets and training for employees for their current jobs.

Resistance Of Change And Change Management
NASA had a firm hierarchy and this brought about a lot of resistance to change from people. NASA
could have gotten more of the people involved in the changes. I find that by getting people involved
and having some key people or champions to support the change, there is less resistance. People
want to feel involved and a part of decisions, especially if it impacts them directly. When it comes to
successful change management, get people involved earlier, which will contribute to greater buy in
and acceptance. Keep in mind that this should not be the sole solution for employee resistance;
successful change management is about understanding the true nature of the resistance.
Often times change management can be so ... Show more content on Helpwriting.net ...
Change implementation entails identifying the structure as–is, present problems, current process and
its resources as well as how resources are coupled to the system. Deep thought process needs to be
undertaken to see the impact of replacing systems, process, and resources with another one.
Furthermore, before that an analysis needs to be performed identifying the possible alternative and
how that will address the issue and improve the overall mechanism (Creasey, 2014). However, these
analyses were not performed in this NASA episode. The recommendation was just laid over. As
mentioned in the case study, there was a lot of pressure on the contractors and staff by keeping
current schedules instead of revising and reducing some of the pressure. This statement clearly states
that the primary issue of (as–is issue) unrealistic flight schedules were retained, resulting in less
focus on quality and heavy pressure on employees to perform. The managers still were the same and
added outsourcing process, which became disastrous as they were not monitored and controlled
enough. Did the change actually happen? The answer is a typical no. There was one more disaster,
now Columbia shuttle. The Primary reason behind that is again unrealistic schedule planning,
leading to low focus on quality and high pressure. Management did not encourage people to
communicate about

Creating Resistance To Change
Change is difficult to implement in most professional settings. Employees and managers alike are
often set in their ways, and usually resist change via a response based on self–interest. Many feel
that change threatens their personal freedom; that change limits them in how they can accomplish
their work goals. This negative reaction is centered around the idea of reactance. Fear is a common
cause of reactance that often leads employees and managers to resist change. People are often afraid
of the unknown. Change can lead to a feeling of uneasiness, or distrust due to a lack of experience
with the change. What an employee was once comfortable with doing is now an unknown to them.
They may not be sure if this new implementation ... Show more content on Helpwriting.net ...
Employees should be made aware of impending transitions before they are implemented. When
communicating these transitions, the business should never withhold any details about the change,
and their reasoning for making the change should be clearly stated. This prevents harmful rumors
that propagate employee fear from spreading. Being honest with employees can greatly improve the
degree of trust between them and their managers. Trust can help alleviate fears of change because
employees will feel that their managers would not implement something that was not important or
that would greatly decrease their job satisfaction. Allowing employees to participate in ongoing
changes, grants them a feeling of ownership in the change. They will feel more committed to the
transitions because they helped create them. Simply listening to concerns can also do wonders for
change resistance. Like stated before, employees who feel that they are being listened to will not
meet change with as much resistance. Allowing them to discuss their problems can uncover their
fears, allowing management to possibly alleviate these problems. These concerns may have not even
been considered by upper management, allowing the process to possibly be improved upon.
Regardless of the specifics of the concerns, emotional support should be provided to those dealing
with anxiety from the new

Organizational Change and Resistance Intervention
Organizational Change and Resistance Intervention Honor Student University of Somewhere
Organizational Change and Resistance Intervention Growth within any organization brings about a
certain amount of change, and this can be unsettling to some individuals who have grown
accustomed to a certain way of doing things, as well as a feeling of being overwhelmed with new
functionalities and a sense that their once close nit family oriented business has exploded into an
organization where they are now just a number on a spreadsheet. This can be the springboard
towards resistance to change, but numerous varieties exist, and it is those that might originate from
our organization's structure and culture towards our planned changes that I ... Show more content on
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Instituting such change as self–managed work teams or participative decision making can threaten
middle managers and supervisors, and a change to resource allocations that could possibly mean a
cut in staff size or a reduction in budget will definitely be seen as a threat by those groups within an
organization that are in control of sizable resources (Explore HR, n.d.). There are numerous ways to
decrease, or mitigate resistance to change; some of which are: * Education and Communication *
Participation and Involvement * Building Support and Commitment * Manipulation and Co–option
* Coercion Of the ones mentioned here, most believe education and communication are among the
top methods of mitigating and overcoming resistance to change. Communicating and educating your
personnel and organization with regard to the change in advance can aid employees in visualizing
the logic in the change effort, which can be extremely beneficial to reducing resistance as it can
alleviate the possibility of unsubstantiated and inaccurate rumors relating to the effects of the change
on the organization. Participation and involvement is also extremely important, because when
employees are actually involved in the change effort they are generally more likely to accept it,
rather than resist it. Building support and commitment is essential on the part of management
throughout the change process. The support of management will help employees cope with fear and

Resistance To Change In Fahrenheit 451
The Resistance to Change in Fahrenheit 451
In the novel Fahrenheit 451, multiple abstract and concrete ideas are represented. Those ideas
include the use of the outsiders to represent the old society, the use of the mechanical hound to
represent the resistance to change, and the use of the atomic bomb to symbolize a new reality.
However, these specific examples of representation within the novel are highlighted due to the fact
that they together compose an allegory.
Within the novel, three main societies are expressed through the representation of various groups or
characters. An old society, a middle society, and a new society are all expressed in the book. The old
society is allowed to read and possess literature. The middle society has banned literature in order to
prevent anyone from being unhappy and disagreeing with it. As one essay written by Timothy E.
Kelley expresses, the middle society are a people,"who willingly give up their right to be happy in
favor of protection from ever being unhappy" (Kelley n.p.). The new society does not appear in the
book, but is instead being created.
The old society is represented by the group of outcasts that the main character Montag meets in the
third part of the novel after escaping the city. The outcasts have refused to accept the change that the
middle society as instituted instead choosing to leave their homes as they were unable to safely
remain there. The group is welcoming to Montag and even appear to be expecting him. The

Essay on The Resistance to Change
Think back to the first day of any class one was allowed to choose the seating of their choice. The
second day, everyone decides to sit in the same seating as the previous day. The third day comes
along and as one walks into the class room, one notices that someone is sitting in their seat. The
sensation of being thrown off balance takes over along with being uncomfortable for the remainder
of the day. The following questions then arise: "why does this phenomenon occur?" Yukl states
"Resistance to change is a common phenomenon for individuals and organizations (Yuki, 285)."
Let's now turn our attention at the case study that was presented by Almah J. Joseph "Dilemma at
the Public Service Department." Being placed into a high political ... Show more content on
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Through his discovery of three letters, he begins to notice that there actually are some
inconsistencies within the department and decided to take action. As a leader, there are
responsibilities that should not be neglected. No matter how small the complaints are, as a leader,
they are to take action and investigate the claim. If upper management does not take any action, then
who will? In Alex's case, he under planned the situation. In order to bring change in an organization,
there has to be well thought out planning. He must consider asking questions such as: what is the
trade–offs between his loyalty to the department as well as the governor, and the public interest?
One must also look at the ethical perspective of if the is taking the right action or not. As the
commissioner of the public service department, it is his responsibility to reassure that the public is
receiving the most efficient, honest, fare service that could be provided through the department. It is
also his responsibility to make sure there is no malpractice within the organization. If anyone is
entitled to a right, than he needs to make sure that right is being provided. It is the ethical action to
take.
The way that Alex took action seemed to be under planned due to the lack of cognitive analysis on
the situation. He decided to make a call to a trusted colleague who was

Resistance to Change and Resolutions Essay
Organizations are made to change by both internal and external forces. Resistance is inevitable but
can be resolved by planning. I will discuss the possible resistances that may occur from the changes
in our sales process. This will be a planned process. I will take you through the necessary steps to
effectively manage the resistance to the change in the organizations structure and culture. I will then
cover in detail the resistance that will most likely happen in our company to this change in our sales
process. Resistance to Change and Resolutions An organization changes include planned or
unplanned, and revolutionary or evolutionary. There will be resistance to all of these. Change in any
organization is a three step process. We ... Show more content on Helpwriting.net ...
The changes in our sales process will cause some conflict between departments or divisions. They
will struggle to regain their perceived power levels, causing conflict and then we will have reduced
performance. We are fortunate to have an organic structure in our company as this will have less
resistance because our people are allowed to think and make decisions on their own. This gives them
security from the habit of deciding how to implement a process. Were we mechanistic we would see
more resistance in the forms of having to make major changes in behavioral attitudes of the
workforce. Resolutions I believe we will see resistance to change mostly by individuals. There are
several ways to effectively overcome the opposition. The first step is to plan the changes in the
process. We will be creating a revolutionary change or major shift in the sales process. Planning is
key to overcoming resistance. A SWOT analysis is needed, strengths, weaknesses, opportunities and
threats to the change. We define the goals, the scope of the project, analyze the internal and external
environments and determine the changes in technologies. Also what will increase our chance for
failure? Once this is done, we educate our workforce. We have several means of communication. We
can have short daily meetings, send out emails, and use our company newsletter or my favorite, a
link on the company's Internet site with daily updates on the change process. We must include how
these changes will

Resistance To Change Analysis
assess during the change process, and also change direction if necessary.
Strategies
The organization must implement specific strategies to identify and resolve resistance to change. O
Connor (1993) stated "In an organization, resistance is opposition or witholding of support for
specific plans or ideas. It can either be intentional or unintentional, covert or overt" (p. 30).
Employees will likely consider how change affects them personally and that may naturally cause
some resistance. One of the most important things an organization can do to minimize resistance is
to address these personal concerns. It is also important to identify any potential loss or gain that
comes from implementing, or not implementing, the change initiative. Leaders ... Show more
content on Helpwriting.net ...
Leaders have to give stakeholders the opportunity to properly digest information, and react to
change, especially if it affects them directly. Understanding that a disruption may occur also
provides the leaders with an opportunity to address issues and assess the need for training. Properly
allocating an honest timeframe for all stages of the change process gives the organization an
opportunity to set realistic goals. This means allowing for the training of employees that may require
it to be successful in projected goals. Treating employees fairly and setting them up to be successful
is not only good for them, but also for the productivity and possibility of success of the organization
as a whole. During the assessment phase leaders must have an honest reflection of the entire
process, considering the areas of both success and failure. Leaders must be fair in their assessment
of the outcomes and be able to take responsibility for making decisions and the effects of those
decisions (Stainer, 2004).
Properly responding to ethical issues include the following: recognizing the issue, using ethical
judgment in assessment of the issue, behaving ethically, and the moral intent (Jones, 1991; Rest,
1986). The organization must be transparent in identifying the problem and actively work to correct
the issue. Because regulations and laws are in place to protect people from any ethical mistreatment,
organizations

Factors That Affect Resistance Of Organizational Change
1. Introduction Organizational change has been defined as a planned alteration in the normal
patterns or activities within an organization, which is initiated from a position of authority and
intended to improve the organizational effectiveness (Argyris, 1970). Resistance has been defined as
any act designed or implemented to inhibit progress toward organizational change (Coch and
French, 1948). The general view of factors that affect resistance to change developed out of a need
to understand organizational dynamics and improve organizational effectiveness (Coch and French,
1948). Previous research has identified a wide variety of factors that affect resistance to change
(Gray, 1984). This paper makes an attempt to discuss in detail important and most commonly
reported factors that cause individual's resistance to change. 2. Factors of Resistance to
Organizational Change 1. 1 Lack of knowledge and understanding: Miller et al., (1994), Del Val and
Fuentes (2003) and Oreg (2006), one of the most important factors responsible for the individual
resistance to change is lack of understanding regarding purpose, process and consequence of the
organizational change. As a result of lack of knowledge sometimes individuals will oppose even the
changes that in fact promote their self interest. According these studies, in circumstances when
individuals have no sufficient knowledge about the cause and consequence of change they feel
anxious, insecure and stressed as a result they

The Change in Resistance of a Carbon Paper
The Change in Resistance of a Carbon Paper
Introduction
The aim of this experiment is to see how the resistance of a carbon–coated piece of paper changes
when the different variables change.
Variables
A variable is a change in an experiment that could alter the outcome/results of that experiment, and
for this experiment the main variables are type of paper, width of paper, length of paper, and
temperature.
We are going to be studying how changing the width of the paper affects the resistance, and so to
ensure a fair test we will have to keep all of the other variables constant, as if they were also
changing the results could be affected and the experiment would not be of any ... Show more content
on Helpwriting.net ...
Preliminary Experiment
The purpose of the preliminary experiment was to decide on an appropriate length to keep the paper
constant at, and an appropriate shunt for the ammeter. The layout and format is the same as the main
experiment (see later).
We tested the various ammeter shunts, and decided to use the 10mA shunt, as it gave a reading in the
middle of the scale, whereas the other shunts had given readings off or almost off the scale.
We also found that 32.5cm was the optimum length for the paper, as it puts the reading at about 10
on the scale, which is a good as it ensures that as we decrease the width (hence decreasing the
amperes), the readomg will not go off the scale as it was high to start with– if we had started with a
length that put it at something lower like 3 to start with, it could have gone off the bottom of the
scale and we would have to start over.
Apparatus
–Electric wires

–Ammeter (and shunt)
–Voltmeter
–Carbon–coated paper
–Scissors
–Ruler
–Cyclon cell
–Clips
Diagram
The diagram below shows how we will set up the apparatus, in a standard circuit diagram.
The clips are clipped onto both ends of the carbon–coated paper, and so the current can flow through
it. The width of the paper will start at 7cm, the length at 32.5cm,

ASSESSMENT DECLARATION
This form must be completed, dated and attached to each assessment task that you submit for
marking.
FACULTY OF BUSINESS AND LAW
1. ADMINISTRATIVE DETAILS STUDENT NAME:Hamdhoon Abdul Hameed | STUDENT ID
NUMBER | UNIT OF STUDY:MOB1102 | | TITLE OF ASSESSMENT:Employees might resist
change because of self–interest, misunderstanding and distrust, and a general intolerance for change.
Outline the five techniques that companies can use to manage resistance to change that are described
in your textbook and discuss using the refereed journal articles you have researched for this essay. |
DATE DUE: DATE SUBMITTED: | LECTURER'S NAME:Anita | TUTORS NAME:Chitra |
TUTORIAL GROUP/CLASS TIME:Tutorial 1 | ... Show more content on Helpwriting.net ...
As a research from "International Journal of Business and Management" about a company stopped
its automatic salary increments says that the employees of the company were not happy with that
scheme and the company tries to give training to them about that bonus scheme. So the company
ordered all the HODs (Head of Departments) to educate their respective departments on the benefits
of the new bonus scheme. After the training those employees get enough education about the new
bonus system and they agreed to the new system. And they were motivated to work harder (Akinlolu
Ayodeji Agboola & Rafiu Oyesola Salawu 2011).
Participation can be used to satisfy the workers, as when workers are participated and involved in
decision making process then they will have understanding that the organization needs them and
value their work. If the people actively participate they will be more likely to feel ownership of the
change and will be less likely to resist. When the employees are involved and participated in
planning and implementing the change process will have better understanding towards the changes.
Participation of managers and employees to the change approach will be able to manage resistance
to change quicker (Rosemond Boohene & Asamoah Appiah Williams 2012). When employees
are involved in the change effort they are more likely to buy into change rather than resist it. This
approach is likely to lower resistance

Literature Review- Resistance to Change
ORGANISATIONAL CHANGE MANAGEMENT
Assignment 2 – Literature Review
It is not the strongest of the species that survives, nor the most intelligent, but the one most
responsive to change. – Charles Darwin (1809 – 1882)
Term 2, 2013
Prepared By:
Kien Khang LIEU
Table of Contents
Abstract
Resistance to change is always an obstacle for organisation when they try to implementing change.
But what is resistance ... Show more content on Helpwriting.net ...
Therefore one could argue that resistance to change is not a response or action that aims directly at
change but rather a failure of building a relationship between the management team and the team
members of the organisation. Thus it is the management team responsible as well for the arising of
resistance to change as it is an active participation of the process.
A change is the process of changing the old way or usual way of doing thing and implements a new
way or different path of doing thing and thus change could create fear of the unknown for the
participants (Mintzberg& Waters, 1985)6. In order to make change happen, it is important for both
parties, the change recipient and change agent to actively seeking information, feedback, goal and
objective of change. The key word here would be "Communication". By being honest to the
recipient, letting them known of the expectation from the change and the beneficial likeliness that
change would bring to personal gain and to the organisation, this would encourage the participant to
adopt change process (Kim & Rousseau, 2006)7.
Is cultural difference a source of resistance to change?
Researchers have proved that there is a strong correlation between change success rate and cultural
values/ belief (Kotter, 19958; Schein, 19929). The concept of organisational change is very closely
linked with the culture context (Schein, 1992)10. Even though there is no hard evidence

The Resistance Of Organizational Change Essay
Resistance to Organizational Change Most would agree that change is certain in every part of our
lives. When many are faced with change, their first response is generally to resist the concept of
change and search for explanations why the change is excessive or unfeasible. Yet, as many would
agree, change is a necessary task to ensure survival in our personal lives or an expansive
corporation, and lacking the desire or capacity to react can put an end to an organization. On
occasion, a change may be well received by most due to a long–term problem within an organization
that management concluded was a large enough issue for them to become involved. Other times, a
change may divide the organization equally, which leads to a long–term deadlock that requires the
involvement of the board of directors or senior executive leaders. An integrative case study
presented by Peter Olden (2007) reveals just how much resistance can arise from change, even when
large government fines will be imposed against the organization for failing to comply with new
government OSHA regulations. The case study profiles a hospital that faced a required change that
most would agree will meet compliance standards of new government regulations and will be
ethically sound. Yet, the department responsible for most of the activity in implementing the change
objected. In the end, no cooperation could be gained and other possibilities would need to be
explored to ensure compliance with the new OSHA standards.

Leadership & Organization Development Journal Emerald Article: Resistance to organizational
change: the role of cognitive and affective processes Wayne H. Bovey, Andy Hede Article
information: To cite this document: Wayne H. Bovey, Andy Hede, (2001),"Resistance to
organizational change: the role of cognitive and affective processes", Leadership & Organization
Development Journal, Vol. 22 Iss: 8 pp. 372 – 382 Permanent link to this document:
http://dx.doi.org/10.1108/01437730110410099 Downloaded on: 12–04–2012 References: This
document contains references to 45 other documents Citations: This document has been cited by 7
other documents To copy this document: permissions@emeraldinsight.com This document has been
downloaded 7525 times. ... Show more content on Helpwriting.net ...
This paper investigates the relationship between irrational ideas, emotion and resistance to change.
Nine organizations implementing major change were surveyed providing data from 615
respondents. The analysis showed that irrational ideas are positively correlated with behavioural
intentions to resist change. Irrational ideas and emotion together explain 44 percent of the variance
in intentions to resist. Also outlines an intervention strategy to guide management in developing a
method for approaching resistance when implementing major change. (Levine, 1997; Huston, 1992;
Steier, 1989; Arendt et al., 1995; Tessler, 1989; New and Singer, 1983). As Nord and Jermier (1994)
express it, resistance is resisted rather than being purposively managed. Therefore, in order to
successfully lead an organization through major change it is important for management to balance
both human and organization needs (Spiker and Lesser, 1995; Ackerman, 1986). Organizational
change is driven by personal change (Band, 1995; Steinburg, 1992; Dunphy and Dick, 1989).
Individual change is needed in order for organizational change to succeed (Evans, 1994). This paper
reports on a study that aimed to identify, measure and evaluate how human elements including
cognitive and affective processes are associated with an individual 's level of resistance to
organizational change. Conceptual framework The conceptual model developed for this paper

Resistance To Change Paper
Several instances exist where within an organization; changes take place regardless of the
geographical position. These changes often encompass one or more individuals. In any case of a
change taking place, people are likely to face abnormalities in their regular actions. A number of
internal and external aspects also contribute much to this phenomenon as individuals resist change
in their lives. Several instances exist where individuals portray resistance in terms of opposing
change to them. This resistance in terms of change occurs because of lower tolerance level to
change. This paper would take into account a number of significant aspects related to this resistance
as far as change is concerned. Several circumstances exist where people ... Show more content on
Helpwriting.net ...
The organization should be well integrated and there must be a well–established communication
network. I would prefer the organization to have more transparency. This will enable the employees
to have a clear understanding about the entire business. I am a free spirited person and I
communicate very well with others. I have met a lot of different people with attitudes in my life.
Some were good and some were so nasty and most of the time people have attitudes just because
someone speaks to them. In this world and the organizations we work for we all have to smile and
pray for brighter days when entering into our jobs. This in turn will make every employee to
understand about the importance of their own department and other department. It will bring more
closeness within the

An Individuals Resistance to Change
An Individuals Resistance to Change Throughout the years the world has experience change. In the
last five years we have seen drastic change within our country. In 2007 we elected our first African
American as president. The technology world has change, almost every electronic we use now are
touch screens. Everything outside of the work place has been adapting to change, but can the
employees in the workplace adapting to change. Introduction Organizations has become more
popular in the workplace rather than the other alternatives. Even though it may related with a crisis,
the most powerful companies has to face the need for change. Being able to move different
directions and to enhance the functioning of a group can be one of the ... Show more content on
Helpwriting.net ...
As a result they are resistant to change, with the fear of not being educated on new skills and
behaviors (Barotol,2007). Self Interest are employees resistant to change when the realization of
levels of power, money, prestige, job security, and personal convenience are on the line. Resistance
can also be based on simply not understanding why a change has become necessary. An example
could be when an employee who does not use social media does not understand why a Facebook
page would be a good idea for a company. At times the employees really do not understand what the
managers motives are so they tend to question why these changes are taking place (Baack,2012).
Kotter's Eight–Step Plan. John kotter invented a second approach builds on Lewin's three–step
model and adds detail (Kotter, 1996). According to Kotter, change involves 1.Establishing a sense of
urgency and a compelling reason to make the change involves Forming a power coalition to lead the
change, Creating a new vision with supporting strategies, Communicating the vision to all
employees, Empowering others to act on the vision, including encouraging risk taking and
creativity, Planning for and rewarding short–term "wins" that move toward the new vision,
Consolidating improvements, reassessing changes, and making adjustments and Reinforcing the
changes by showing the relationship to organization success. Whichever approach is used, managers
should remember that change is often an unsettling process. Expect

Managing Resistance to Change Essay
One of the most difficult tasks for managers is to manage their employee's resistance to changes
within the organization. It is clear that change is an unavoidable element found in all organizations
and one of the main reasons of stress for employees. This is why some employees experience
difficulties coping and adapting to it. Managing change can be a very complex process for
managers, but assisting their employees to adapt and assimilate change can be even more
complicated. This is why managers and leaders must be knowledgeable at managing the dimension
of people in order to be successful at managing change. Understanding how others cope, think, and
assimilate change becomes a valuable asset for managers. This understanding assists ... Show more
Management failed to communicate and educated the employees regarding the reasons leading to
the changes and why it is necessary. Due to this the employees cannot understand the need for the
change and the dynamic behind it.
Why was this change necessary? Through analysis of our employee's trends regarding our original
over time policy our leadership group decided that a change to the policy was needed. By making
use of the data gathered management discovered that many employees were abusing the flexibility
provided by the original policy. Although the leadership group understands that our employees are
not obligated in any way to work any additional hours beyond their required schedules, they
assessed the tremendous waste of resources incurred due to our employee's failure to follow through
with their commitment. It is understood that the successful institution of changes within the
organization requires the adoption of new approaches based on the people and structure of the
organization suffering the change (Trice & Beyer, 2005). Along with that, management must also
understand what motivates and triggers the employee's performance, behavior, and efficiency
(Harrison, 2005). This understanding allows them to be more effective at managing the factors
triggering these elements (Harrison, 2005). By analyzing the original over time policy, the
efficiency, behaviors, and performance of our employees our leadership group

Resistance To Change Paper
Section 1: Introduction. It has been said that resistance to change can paralyze an organization. My
paper will examine the reasons organizations resist change, and present one strategy an organization
should consider to reduce the organization's resistance to change. The resources for this paper will
come from Chapters 6 and 10 of the textbook. Section 2: Key points. According to the text, one of
the lack of success of organizational change is "resistance to change." Researchers note that
"resistance kills change" and is potentially one of the nastiest, most debilitating workplace cancers
and there isn't a more potent, paradoxical or equal opportunity killer of progress and good intentions
(Palmer et al, 2009, p.159). There are a number of reasons why organizations and people in general
resist change; the list is as follows: 1) dislike of change; 2) discomfort with uncertainty; 3)perceived
negative effect on peoples personal interest; 4) their attachment to the established organizational
culture or identity; 5) a perceived breach of psychological contract between employer and
employee; 6) the lack of conviction that the changes are actually ... Show more content on
Helpwriting.net ...
They are as follows: 1) education and communication; 2) participation and involvement; 3)
facilitation and support; 4) negotiation and agreement; 5) manipulation and cooptation and 6)
explicit and implicit coercion. Keep in mind, these approaches are situational and should be used
according to the current set of circumstances, such as time available, disposition of the affected
group, the risk of survival of the organization if the changes aren't made and whether the changes
are ethical. The text states that "the most common mistake managers make is to use only one
approach or a limited set of them regardless of the situation" (Palmer et al, 2009,

Examples Of Resistance To Change
The most dramatic example of resistance to change that I have encountered has been the change to
an electronic medication administration record (MAR) and electronic treatment administration
record (TAR). In response to some major systems issues with the paper MAR/TAR system, the
corporate team for our skilled nursing facility (SNF) decided that our facility would transition to an
eMAR/eTAR system. However, this was not communicated to the facility until the Monday prior to
the anticipated Friday rollout. The facility was also in our survey window and State was expected
any day. Understandably, staff was unhappy and even angry, mostly of the unknown and how it
would impact their workflow. This vendor provided a two–hour training throughout

Resistance to Change Essay
Organizational change is the movement of an organization away from its present state and toward
some desired future state to increase its effectiveness. (George et al, pg 567) Organizations need to
change in the modern day market place. New technologies, globalization, foreign trade, investments
and constantly shifting marketplaces demand the need for flexibility, adaptation, and change. The
downside to this is in an organizations employees. People by nature resist change. In a workplace
environment, where familiarity is present with an employees set of tasks and processes, change
becomes more difficult to introduce and accept. There are basically three groups associated with a
resistance to change. They are on an ... Show more content on Helpwriting.net ...
People who work in highly mechanistic structures are more resistant to change due to the
expectation of performing tasks and duties in specific ways and so do not develop the initiative to
adjust their behavior to changing conditions. This in turn causes the group to resist any changes in
the norm. Organizational culture is another resistance to change. Because an organizations norms
and values causes people to react and operate in predictable ways, any disruption to these patterns of
norms may cause people to be resistant to the changes. At a group level, there are group norms
which are strong informal norms that specify appropriate and inappropriate behaviors and govern
interactions between group members. Change will inevitably alter these sets of informal norms.
Group cohesiveness although beneficial to an organization, can sometimes impede the necessity for
change within an organization. The reason is the group will unite to protect its status quo and protect
its own interests at the expense of other groups. Finally groupthink, which is the discounting of
negative information within a group in order to agree, and escalation of commitment, which the
continued pursuit of an action even though the group realizes its decision was wrong, will greatly
cause resistance to change. This is due to the difficulty in changing the groups

Essay Change Management-Resistance to Change
'We may like change and regard it as an essential feature of living; it does not mean that we always
welcome it' ( Hughes, 2006). 1.0 Introduction In response to environmental changes, the current
organizational change has reached an irreversible trend. As Mr. M Beer ( 2003) stated, 'Change is
part of organisational life and essential for progress. Those who know how to anticipate it, catalyse
it, and manage it will find their careers, and their companies, more satisfying and successful' More
than half of organizational change, however, has ended in failure. The primary reason is not a lack
of capacity of the staff or the resource shortage of the enterprise , but the resistance to organizational
change. In fact, resistance to ... Show more content on Helpwriting.net ...
2.0 Literature Review Change is inevitable in business life, those who can manage it well will be
beneficial from the change, as Mr. M Beer (2003) stated. However, resistance, as an obstacle of the
process of change, can hold back the development of managerial change (David Foote, 2001).
Bhutan(1995) claimed that it is important to understand one's state of mind in order to make them
accept the change. To figure out the possible reasons why people tend to resist when it comes to
make some changes. According to De Jag er (2001) , most people are reluctant to change resulting
from their suspicions and fear to the new challenges. Resistance can also occur when change goes
against their habits or values ( Robbins & Sanghai, 2006). Kotellnikov (2001) stated that employees
could resist because they have an inadequate understanding of the purpose and meaning of change.
To achieve maximum benefits from change, managers must try to minimise resistance behavior first
( Coetsee ,1999). 3.0 Resistance Defined As an early researcher on this subject, Alvin Zander (1950)
defined resistance to change as 'behavior which is intended to protect an individual from the effects
of real or imagined change'. Zaltman & Duncan (1977) define

Resistance to Change in the Workplace
Understanding and Coping with Change: Change is a process that occurs everywhere though many
people are generally reluctant to embrace the concept. One of the major reasons for difficulties in
accepting or embracing change is that humans are creatures of habit and adhere to daily routines.
Consequently, when change occurs, people's activities and thought patterns are interrupted. While
understanding and coping with change is an important part of daily life, embracing the concept is
relatively a difficult process for many people. Actually, this process is characterized by resistance to
change due to internal and external factors. Some of the major reasons why individuals are resistant
to change include self–interest, lack of trust in ... Show more content on Helpwriting.net ...
He expressed the uncertainty by arguing that the organizational change could not lead to the
accomplishment of the desired results. His concern over personal loss was demonstrated in his
preference for the existing mode of operation and organizational culture. He assumed that this
change could result in loss of the personal freedom he had while working through the existing mode.
Therefore, Robert Smith's resistance to change was caused by internal factors.
Overcoming that Resistance: The community based organization needs to develop an effective plan
to overcome the resistance to change as expressed by Robert Smith and other employees. This plan
should focus on addressing some of the major internal and external factors that contribute to that
resistance. The most appropriate strategy for overcoming that resistance would require the use of
Kotter's theory for change. Moreover, the plan needs to address the most common rationale for
resistance to change such as self–interest, lack of trust in management, low tolerance for change,
differing assessments of the need for change, and lack of understanding (McVay, p.301). Based on
Kotter's theory for change, the first step in overcoming the resistance is to change is through
establishing a sense of urgency and compelling reason of the need for the organization to move

Nike Resistance To Change
""The people who resist change will be confronted by the growing number of people who see that
better ways are available; thanks to technology." – Bill Gates (Quotes about Change from Successful
Entrepreneurs, n.d.)". Bluntly put by the richest man in the world, and I believe he is putting into
scope how embracing and preparing for change offers better understanding of environments, market
places, trends, an even the happiness of consumers. Technology offers one of many tools to help
guide managers to develop and implement change management into current practices. New
philosophies and work trends are evolving by many managers and organization, and also resistance
to change is showing the extreme of the inevitable being embraced or not. The ... Show more
From the original concepts coming from two guys and a garage in Oregon, seeking to create an
alternative to the German dominated sport shoes. They thought they could plainly create an
inexpensive shoe to compete using Japanese labor and materials. From their original two word
mission "Crush Adidas" coupled with becoming known for exploitation of labor and material in
Japan and in other countries. Nike was known as part of the problem in consumer's eyes and their
reputation and business suffered as a result. Since the 1990's corporate executives agreed to change
into a whole life style to help everyone and the planet. With fitness as a platform, Nike is branding
itself again in hopes to reverses their possible affects as a company in the past. Now, 35 years later
has grown into being one of the top sustainable businesses, and the slogan has evolved to "To bring
inspiration and innovation to every athlete* in the world. Nike then supplements this statement by
clarifying the term athlete with a quote from Nike co–founder Bill Bowerman, who stated, "If you
have a body, you are an athlete." (Nike's Mission Statement, n.d.) The initial change they embraced
was not to become the top of their industry but remaining at the top of their industry. This has led to
revolutionary sustainable practices in a global organization (Nike, February 1,

Resistance Of Change Within The Workplace
Introduction – Resistance to Change Change is part of every organization and is required in order to
compete with today's competitive business environment. Acceptance, implementation of a change
can be challenging and painful process. Change within an organization can cause tense situation
which can be disturbing to the employees. Under such circumstances, employees have low morale,
and demonstrate resistance to change. Change can fail, not because it's worth failure but because
how well that change is accepted by the people who are most affected by it. Resistance is anything
that slows and stops the movement from happening. In business terminology, a resistance can be
defined as a dysfunctional behavior triggered by an emotional or belief ... Show more content on
Helpwriting.net ...
Sources and Symptoms Resistance to change can cost a significant loss to the business such as
project failure, failure of new initiatives, and customer loss. Resistance is simply a reactive behavior.
Managing employee's resistance to change involves determining both its sources and symptoms.
The sources of resistance are employees' perceptions of change which are the beliefs and emotions
that color their judgment. Sources are the root from which the symptoms of resistance grow. The
sources are the thinking and feeling elements of the resistance. The sources of resistance are the
emotional and intellectual responses to the change. The symptoms of resistance are employees'
reactions to the change. Symptoms involve dysfunctional behaviors that result when employees act
to the sources of resistance. The symptoms are the behaviors that result from the employees'
thoughts and feelings about the change. Active and Passive Reaction to change in an organization is
directly linked to employees' perception about the personal impact. The symptoms of reaction can
be found at every level of the organization. Employees' resistance to change can be categorized
under two categories, active and passive. The active resistance involves outwardly challenging the
change; push back by openly disagreeing and actively lobbying against the change effort.

Resisting Change
Change is a natural process, it occurs every day whether it is recognized or not. Many factors both
external an internal can create a need for change, these include: competition, technology, desire for
growth, need to improve processes, and governmental regulations.
It is the purpose of this paper to describe and discuss resistance to change as it relates to
organizations today. I plan to utilize several scholarly references including the book "Managing
Organizational Change" as written by Ian Palmer as this book provides insight into diverse aspect of
change. I also plan to utilize Brian Palmers book Making Change Work as it looks at the human side
of change management. Resistance in an organizational ... Show more content on Helpwriting.net ...
There are many ssymptoms of active resistance which include being critical, finding fault,
ridiculing, appealing to fear, and using facts selectively, blaming or accusing, sabotaging,
intimidating or threatening, manipulating, distorting facts, blocking, undermining, starting rumors,
and arguing (Palmer). These symptoms depending on the severity may or may not have long term
affects on the change itself. If the change agent can identify and isolate the symptom there is a better
chance of preventing failure of the change.
There are two mental barriers which tend to undermine the acceptance of change initiatives that are
interpreted as inconsistent with the existing organizational identity. First, passive resistance (for
example, apathy or anxiety) occurs when managers exhort subordinates to implement a change
without first clarifying the connection between the change and some aspect of the organizational
identity. Second, active resistance occurs when a change is interpreted as directly in conflict with
key elements of the organizational identity (Palmer).
Effective management of employee resistance is important to the change agent because without a
means to manage the change the resistance may prevent the change from succeeding. According to a
Harvard Business Review article

Overcoming Resistance to Change
Overcoming Resistance to Change
BUS 610 Organizational Behavior
Overcoming Resistance
Resistance is a normal and a perfectly natural reaction to change. Each person has their own amount
they can take, but the reasons behind why employees resist in the first place may be surprising.
According to these experts, the fear of moving into an unknown future state creates anxiety and
stress, even if the current state is painful (Eroke, 2013). A complete understanding of the unique
ways that resistance can be apparent is still needed because resistance to change has been
acknowledged as an organizational difficulty for many years. If and when employees react to change
in different ways, and if discrepancies in response result in ... Show more content on Helpwriting.net
...
Once this survey is completed online, these scores are then developed into a daily, monthly, and
annual report that rates us on each department separately. A bad score decreases the points as a
whole, makes the entire team look bad to corporate, and bad reviews can be seen by anyone, which
can keep business from coming in and that will drop revenue. For some reason, we were not capable
of securing this position longer than a few weeks which then it was being taken care of by any of the
staff or management if they had a minute to help stock or clean it. This obviously is not going to be
consistent for guests, appears disorganized or short staffed, and is a dangerous health hazard if
someone is not taking temps every thirty minutes. Every single time someone did not show up to set
up buffet, the staff and management jumped in to help, but it was like pulling teeth to get anyone to
step in and do this job. Out of pure self interest each one of them would voice their opinion about
how they do not make enough to do someone else's job and it was not their job or they did not sign
up for this. Resistance is an inevitable response to any major change. Individuals naturally rush to
defend the status quo if they feel their security or status is threatened (Bolognese, 2002). I
understand it is not their faults that it kept getting abandoned, but I also know how to be reasonable
and work as a team. Most people are

Resistance To Change
The era following World War One was proliferated with imperial preference, international
isolationism, and self–determination. This ideology put forth the necessity of new nation–states that
provided surviving religious or ethnic minorities representation. Unbeknownst at the time, the
ramifications of these population politics, with the addition of a global depression, would make for a
transformative period through 1919–1945. Following the Treaty of Versailles, Europe's economy
was in rough shape. World powers exercised imperial preference and international isolationism with
hopes of rejuvenating their own country's economy at the cost of others. The United States response
implemented the Hawley–Smoot Act, putting the highest tariff possible on all ships over twenty
thousand pounds. As seen in Great Britain and France, the countries relied on their mutual imperial
colonies to trade exclusively with their imperial colonizer at the cost of their own economies.
Consequently, world trade fell by sixty percent between 1928–1932, with over forty million people
unemployed worldwide – ensuing political fallout. ... Show more content on Helpwriting.net ...
The result was an institutional crisis – a crisis of regime – which exploded in the riots of 6 February.
After the Palace de la Concordes', a fascist coup d'etat, try in overthrowing the coalition of the
French Communist Party (PCF) and the French Section of the Workers International (SFIO),
Maurice Thorez (PCF), called for a "popular front" in L'Humanite to unite various parties together
to campaign against fascism. The Popular Front was partially a revolt of the working class against a
social order which excluded it from political power, partially a revolt of the young against a political
order which seemed hidebound and

Essay On Resistance To Change
Resistance to Change: Overcoming Individual and Structural Barriers to Change Trident University
International Module 5: SLP BUS503: Organizational Change and Transformation Dr. Drummond
McNaughton March 7, 2013 Overcoming Resistance to Change in the U.S. Army Introduction One
of the harsh realities of all organizations is the need for change. Although change is inevitable, many
organizations fail to make the transition successfully because of strong employee resistance to
change. Indeed, many people fear and resist change and some will even actively sabotage change
initiatives unless the change is managed effectively. Moreover, these issues become especially
significant when the organization in question is the U.S. Army, which is tasked with protecting the
nation's security and interests at home and abroad. Because the U.S. Army must remain mission
ready at all times, there is no room for resistance to change when it occurs and leaders at all levels
must ensure that the change process goes smoothly and efficiently. This paper presents a plan to
address anticipated and/or actual individual and structural barriers to the U.S. Army's change
process, followed by a summary of the research and important findings in the conclusion. Review
and Discussion Just as many people go through several stages of grieving and acceptance in
response to a loss in their lives, many people also to change in a stage fashion, moving from initial
outright denial that change will happen to

HR587–Managing Organizational Change
Course Project
Instructor: Kathleen Milburn
Keller Graduate School of Management
06/16/2010
Nga Le
Table of Contents Executive Summary 2 Literature Review 3 Force–Field Analysis Diagram 4
Decoding Resistance to Change 6 Working with Resistance 7 Key Elements to Effective
Organizational Training 7 Successful Project Management 9 Managers as Resistors 10 Managing
Resistance 12 Default Option Approach 12 Change Management Models 13 Start Model Approach
13 Start Model Incorporation with Congruence Model 16 Compare and Contrast Different
Management Models 16 Discussion and Conclusion 18 Works Cited 19 Appendix 20
Executive Summary ... Show more content on Helpwriting.net ...
The point that I'm trying to make is that men will adapt to our ever changing environments if they
sense that those changes are crucial, urgent, and does not threaten their current position (which they
feel are safe and secure). People don't resist changes because they dislike those changes. People
resist changes because they've encountered previous experiences of change that are unpleasant or
have negative effects on their interests. People resist changes, because they are unsure of the
outcome that those changes will bring. People resist changes because they are comfortable with the
current organizational culture and feel that the new changes would jeopardize their job security.
Now that we know why people resist changes–we need to find a way to diagnose certain signs and
how we can manage these resistance. Every Organization will have different groups that will react
differently to change. By learning proper ways to diagnose we can handle the situation with care and
ease. Essentially, when we talk about resisting changes, we need to start from the very beginning,
when those changes first started to have a clearer diagnose.
Force–Field Analysis Diagram
The transition starts at the implementation process of change because that is where we can find
restraining forces that can hinder implementation of change. In chapter 5 (Diagnosis for Change) in
our text, there's an analysis diagram called Force–Field Analysis that shows different driving

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