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Types of resistance to change from different organizational structures and cultures

Organizations have distinct structures and cultures that influence their direction and how an organization reacts to change. Over the past few years as the growth in the organization has brought new success, it has also meant that some employees have felt that they have lost a closeness that is frequently associated with small companies.

You hear comments about losing that family feeling and you can hear undercurrents of fear about the anticipated growth bringing even more changes. The addition of the new plant, new product line and new production technology will all mean significant changes to the UPI culture. You know that not only will individuals resist change, parts or all of the organization will push back against changes if not properly framed.

The director would like to meet with you to discuss any possible resistance to the change that may originate from your organization's culture and structure to the planned changes.

Prepare a report that you will use to inform your director on the types of resistance to change that can come from different structures and cultures. Include proper APA formatting.

1. Reflect on the types of resistance to change that can come from organizational structure or culture, and offer some suggestions on how to decrease the resistance.

2. Recommend specific interventions that UPI can use to help the organization through the coming changes.

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1. Reflect on the types of resistance to change that can come from organizational structure or culture, and offer some suggestions on how to decrease the resistance.

Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Change management (or change control) is the process during which the changes of a system are implemented in a controlled manner by following a pre-defined framework/model with, to some extent, reasonable modifications. (Wikipedia) Change management approach and recommended actions to minimize resistance and maximize the acceptance of change in business and technology.

We have to manage change in the organization. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. Organization will adapt John P Kotter's 'eight steps to successful change':

John Kotter's highly regarded books 'Leading Change' (1995) and the follow-up 'The Heart of Change' (2002) describes a helpful model for understanding and managing change. Kotter's eight step change model can be summarized as:

1. Increase urgency - inspire people to move, make objectives real and relevant.

2. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.

3. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.

4. Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.

5. Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognize progress and achievements.

6. Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.

7. Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones.

8. ...

Solution Summary

This response explains the types of resistance to change from different organizational structures and cultures and how to reduce this resistance in approximately 1,471 words with references. A change implementation plan is also suggested for the organization.

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