1. Discuss five to seven reasons why change is resisted, providing examples.
2. Identify a clear strategy for leading change, overcoming resistance to change, and generating positive organizational behavior.
3. Identify best practices for managing and leading change.
Justify answers with logical rationale, and cited sources.
Utilize correct APA formatting, citations, and references.
Robbins and Coulter (2005) defined change as any alterations in people, structure, or technology. They also noted that change is a reality and inherent in any managerial job. It is considered as a reality and is brought about by both internal and external forces. Internally, because of certain changes in the profile of the workers such as age, gender, educational attainment priorities, and others; there is need to change the organizational structure. It is also possible that the company needs to produce a new product or enhance existing ones. This requires some changes in methods, processes, and human resource needs as to skills and competencies.
Externally, factors such as changes in the buyers, government regulations, and needs of the various stakeholders as well as in the natural environment require the company to inject some modifications in its operations requiring varied changes in people, processes, methods, and structure. Without implementing such, the organization may not survive.
Hence, there are several factors in the environment that would make organizational change an indispensable one.
Despite the need, the normal reaction of most people in the organization to change is resistance or rejection and the various reasons fall under three major categories (Robbins ...
This solution discusses change management, why change is resisted and strategies to lead change.