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    Culture and Structure: Types of resistance to change

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    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.

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

    Scenario: https://brainmass.com/business/business-analysis/329049

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    Solution Preview

    Abstract

    The organization has grown from 50 employees to over 300 hundred in the past four years. This paper will cover the different types of resistance to change, and offer suggestions as to how to decrease the resistance. It will review the company as a whole and recommend specific interventions that can be used to help the organization through the coming changes.

    Culture and Structure of Universal Products International

    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:

    Resistance to change can take place in many different forms. When organizations go through structured changes involving the transition of individuals and teams from the present state to the future goal, resistance is bound to surface. At the organizational level, the major resistances to change are structure, culture, and strategy. Resistance at the functional level deals with differences in orientation and power, and conflict struggles. Individuals experience resistance through loss of security, fear of losing a job, reluctance to change ways of doing things, loss of control, cognitive biases, uncertainty, selective perception, and foresight of bad things for the future. Change needs to be managed in organizations, and it requires planning and strategic implementation. The biggest factor in the solution to resistance is communication and involvement of everyone affected by the change. Methods of effecting change are normally initiated on an individual basis. Sometimes, the culture of the organization needs to be changed first. One method is Kurt Lewin's Three-Step Approach.

    The three steps are unfreezing, change, and refreezing. The first step of unfreezing is where managers find problems in a person's behavior, and they need to define what the causes are for that behavior. The managers talk with the person and try to convince that person to change by offering incentives or methods to do this. Doing this may place pressure on the individual. The next step is the change. The idea is that if the person feels very uncomfortable with the situation, then the person will look to reduce the pressure and will change. The last step of refreezing gets implemented when the manager ...

    Solution Summary

    This solution covers the different types of resistance to change, and offers suggestions as to how to decrease the resistance. It will review the company as a whole and recommend specific interventions that can be used to help the organization through the coming changes.

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