Critically analyze the issue of resistance to change and discuss ways of handling it, at an individual and group level. Today, new trends, new issues and new tensions characterise the environment that organisations must operate in. It is brought about by powerful forces such as technology, globalization and even politics…
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In addition, this paper will explain two approaches that may become critical in addressing such difficulty: project management and systems approach to management. Change in Organisations There are at least three important changes in organisational life today. First, there is the case of changing the organisational goals and objectives. An organisation passes through a life cycle and that, along the way, it is inevitable to make modifications in order to address and adapt to unforeseen challenges as well as new opportunities. Managers, in these cases, revise organisational objectives in order to enforce better management and operational initiatives (Stam and Andriessen, 2009, p. 136). Changing this fundamental aspect in an organisation entails far ranging restructuring and shifts. It involves the changing the rationale behind the organisation’s existence. Secondly, there is cultural change. It is the next logical step once a strategic change is adopted or when management decides to change the organisational goals and objectives. The rationale is that in order to achieve effective change in that direction, a gradual change in mentalities must be achieved as well (Hamalainen and Saarinen, 2004, p.143). This is crucial in changing the organisational behaviour. ...
In tandem with several external variables such as the spurt of innovations in the market, the increase in competition, and the level of complexity of the supply chain, among others, it forces organisations to change. Resistance Resistance to change is inherent in every organisation. This is the general consensus in academic literature and is largely based on the principle that organisations are made up of human beings and that resistance is part of human characteristics (Passmore, Woodman and Shani, 2010, p.234). Even researchers and academics who question the assumption of such pervasiveness, tacitly recognize the inevitability of resistance when they argue in focusing on the differences and contexts in the way people respond to change (Fisher and Howell, 2004; Piderit, 2000). The human variable in this theme ensures the persistence of such behaviour and underpins the methods behind change initiatives. Several thoughts attempted to explain resistance as a concept. For example, there is the position that it is “a reactive process where agents embedded in power relations oppose initiatives by other agents” (Jermier et al., 1994, p.9). The breadth of scholarly work and empirical evidences on this subject show conceptualizations of resistance as a behaviour, emotion and belief that determine the way people respond to change (Piderit, 2000, p.786). All in all, the theoretical and empirical evidences highlight the dominant view that resistance is both negative and counterproductive in implementing change; hence, it must be addressed. An excellent way to demonstrate the difficulty in handling resistance to change at the group level is to explain the dynamics of an approach in forming a team. When one is building a team from the ground
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This proliferation of the concept into the system took place in different ways- under the strict dictatorship environment in Chile, implemented as the namely structural adjustment in compliance with the Washington Consensus, imposed alongside the conservative policies in the U.S.
From the research it can be comprehended that the process of changes in an organisation is expected but the approval of the change management by the entire hierarchy of the organisation is appreciably a critical procedure. In order to meet the challenges of globalisation, individuals or organisations are facing rapid changes.
Neoliberalism is seen as the resultant product of liberalism’s reincarnation. This view portrays liberalism as a political ideology, which has disappeared for a while, only to resurface recently in a reincarnated form. It suggests that liberalism has passed through (3) three processes- growth, decline and reincarnation (Laidler, 2006).
On the other hand, the failures that periodically appear in various organizational operations cause delays in the successful completion of a firm’s projects. Plans of changes need to be available ensuring the appropriate alternation of organizational policies so that they can become more effective – either in the short or the long term.
Organisational Change and Development Contents. Why are there different perspectives on change within organizations? Organizational change is the much discussed topic and the most important question arises is how to bring in change within the organization.
The study leads to the conclusion that change management within organizations is significantly critical to the achievement of efficient and effective organizational management. The process of change management is viewed from different perspectives advancing practical and theoretical practices to change management.
In other words it's a dynamic process intended to bring about systemic improvement and change. Thus organizational culture plays a very significant role here. The process of transformation from what an organization now is to a new dimensional growth trajectory is determined by how best change is accepted by the staff.
Though it is often argued that certain organisations like those in the public sector are less adaptive to change then organisations composing the for or nonprofit sector (Salamon, 1995), literature recommending a variety of change management styles and procedures have examined nearly every detail of this unique phenomenon across the globe.
irst section of the paper is literature review where researcher has studied various factors related to resilience, stress and individual’s personality. The next section is discussion section followed by proposed strategy of the task force.
Various factors influence
When looking at specific details of the projects and initiatives, it can be seen that the organizational effectiveness is reliant on both the organizational structure as well as the way in which the products and services are communicated to consumers. A
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