Hrm 531 Resistance To Change
Resistance to Change Paper
Organizations initiate change efforts for countless reasons. Failure to properly manage these changes can cause an organization to decline or even fail. Most organizations are faced with ongoing changes due to internal and external pressures. These pressures can lead to strategic changes that affect the entire organization or incremental changes that have a direct impact on a specific area. Given the economy today, organizations must continually scan their external business environment to maintain their competitive advantage by making internal adjustments.
Change is one of the biggest challenges organizations face. In today’s environment, …show more content…
This model is based on the theory that planned organizational change can occur by changing the behavior and attitudes of employees. These changes occur from three distinct stages. The first stage of this model is about getting ready to change. It involves getting to a point of understanding that change is necessary and getting ready to move away from the status quo. The second stage is to change what needs to be changed. This is a challenging stage because people are unsure and fearful of making the actual change. The third stage is about making the change permanent once the changes in stages one and two have been made. Within stage one of this model, Lewin developed a tool called the force field analysis to help organizations analyze certain aspects of changes that may lead to resistance [ (Kurt Lewin Change Management Model, 2008-2010) …show more content…
(2008-2010). Retrieved July 27, 2014, from Change-Management-Coach: http://www.change-management-coach.com/adkar.html
Atkinson, P. (2005). Managing Resistance to Change. Business Source Complete , pp. 49(1), 14-19.
Carrell, M., Jennings, D., & Heavrin, C. (1997). Fundamentals of Organizational Behavior. New Jersey: Prentice Hall.
Change Management. (1995). Retrieved July 26, 2014, from Team Technology: http://www.teamtechnology.co.uk/changemanagement2.html
Demers, R., Forrer, S., Leibowitz, Z., & Cahill, C. (1991-2001). Change Management: To Change. American Society for Training & Development , Issue 12; ISSN: 1055-9760, pp. 23-26.
Introduction to Communication Skills. (1995-2010). Retrieved July 27, 2014, from Mind Tools: http://www.mindtools.com/CommSkll/CommunicationIntro.htm
Kurt Lewin Change Management Model. (2008-2010). Retrieved July 26, 2014, from Change-Management-Coach: http://www.change-management-coach.com/kurt_lewin.html
Prosci. (1996-2010). Using ADKAR to Manage Change. Retrieved July 26, 2014, from Change Management Learning Center: http://www.change-management.com/Tutorial-ADKAR-series-1.htm References
Organizations initiate change efforts for countless reasons. Failure to properly manage these changes can cause an organization to decline or even fail. Most organizations are faced with ongoing changes due to internal and external pressures. These pressures can lead to strategic changes that affect the entire organization or incremental changes that have a direct impact on a specific area. Given the economy today, organizations must continually scan their external business environment to maintain their competitive advantage by making internal adjustments.
Change is one of the biggest challenges organizations face. In today’s environment, …show more content…
This model is based on the theory that planned organizational change can occur by changing the behavior and attitudes of employees. These changes occur from three distinct stages. The first stage of this model is about getting ready to change. It involves getting to a point of understanding that change is necessary and getting ready to move away from the status quo. The second stage is to change what needs to be changed. This is a challenging stage because people are unsure and fearful of making the actual change. The third stage is about making the change permanent once the changes in stages one and two have been made. Within stage one of this model, Lewin developed a tool called the force field analysis to help organizations analyze certain aspects of changes that may lead to resistance [ (Kurt Lewin Change Management Model, 2008-2010) …show more content…
(2008-2010). Retrieved July 27, 2014, from Change-Management-Coach: http://www.change-management-coach.com/adkar.html
Atkinson, P. (2005). Managing Resistance to Change. Business Source Complete , pp. 49(1), 14-19.
Carrell, M., Jennings, D., & Heavrin, C. (1997). Fundamentals of Organizational Behavior. New Jersey: Prentice Hall.
Change Management. (1995). Retrieved July 26, 2014, from Team Technology: http://www.teamtechnology.co.uk/changemanagement2.html
Demers, R., Forrer, S., Leibowitz, Z., & Cahill, C. (1991-2001). Change Management: To Change. American Society for Training & Development , Issue 12; ISSN: 1055-9760, pp. 23-26.
Introduction to Communication Skills. (1995-2010). Retrieved July 27, 2014, from Mind Tools: http://www.mindtools.com/CommSkll/CommunicationIntro.htm
Kurt Lewin Change Management Model. (2008-2010). Retrieved July 26, 2014, from Change-Management-Coach: http://www.change-management-coach.com/kurt_lewin.html
Prosci. (1996-2010). Using ADKAR to Manage Change. Retrieved July 26, 2014, from Change Management Learning Center: http://www.change-management.com/Tutorial-ADKAR-series-1.htm References