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Resistence to Change - Case Study Example

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Resistance to Change Name: Institution: Course: Tutor: Date: Analysis of Columbian mishap on resistance to change Introduction Resistance to change refers an aggressive mechanism against any perceived dynamism that may cause a threat on the way individuals, groups, teams and leaders carry out their operations (Sharma, 2007)…
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Resistence to Change
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Download file to see previous pages The report further asserts that, lack of communication across the organization heightened resistance because majority of employees were unaware of impending changes that were being introduced (Griffin & Moorehead, 2012). In above connection, lack of single culture to integrate the whole organization was a significant source of resistance to change because almost every department at NASA had its own culture different from other departments (Griffin & Moorehead, 2012). Lack of proper risk mitigation measures in place to consolidated organization culture, was major factor that caused resistance to change (Columbia Accident Investigation Board, 2003). The report suggested that, termination of risky flights was not solution of reducing escalated cases of accidents but rather NASA should focus at establishing structural procedures that guarantees sustainability of a safety culture (Columbia Accident Investigation Board, 2003). Therefore, this analysis focuses at providing an insight of Columbian mishap concerning resistance to change and how it contributes to accidents. The analysis will further focus on both individual and cultural resistance as well as the impact of the board recommendation on individual and structural barriers. Individual sources of resistance to change and their causes The Sources and causes of individual resistance could be attributed to numerous factors that may include; fear for unknown. People tend to fear uncertainties that may to occur as a result of change (Griffin, & Moorehead, 2012). This is because individuals find it difficult to cope with dynamics for instance, it can be scrutinized that lack of prior cultural integration within all departments at NASA brought great resistance (Columbia Accident Investigation Board, 2003). Additionally, Inability to adjust and start doing things using new ways may make people fear change and therefore, they may develop resistance. Inability to adjust may be overcome by ensuring that there is efficient and effective integration of NASA cultural goals and mission during the earliest juncture possible (Columbia Accident Investigation Board, 2003). In above connection, it can be scrutinized that individual developed resistance to change due to a lack of effective communication, whereby, NASA engineers could not effectively communicate safety measure to the management leading to individual resistance (Columbia Accident Investigation Board, 2003). On the other hand, NASA managers failed to communicate issues raised by engineers to all the departments leading to resistance among employees because changes were introduced without a prior notification (Columbia Accident Investigation Board, 2003). Lack of proper leadership within organization contributed significantly to individual resistance because managers were not involved in directing employees on what to do to ensure that safety standard were being observed. According to a report by Columbia Accident Investigation Board 2003, misunderstanding between managers and NASA engineers was significant source and cause of resistance. Structural sources of resistance to change and their causes The most common sources of resistance to change include; inertia within the organization structure (Griffin & Moorehead, 2012). Whereby, most organizations contain some mechanisms that enhance stability and sustainability making it difficult to ...Download file to see next pagesRead More
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