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    Resistance to Change in Large System-Change Programs

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    Research the resistance to change in large system-change programs and address the following key points:

    Explain the concept of resistance to change. List and describe the various types and levels of resistance to change. Choose 1 type of resistance to change, and discuss how you would address that type of resistance at each stage in the change process. In designing a large system-change process, such as implementing Six Sigma or lean manufacturing, what types of resistance to change would you anticipate encountering?

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    Hope you are well.

    In business, the employee staff is an important component to facilitating organizational changes to improving the overall processes for higher productivity and profitability. However, resistance to change may occur that restricts the senior management's strategy for enforcing a new procedural method in conducting business. Managers are key to finding an effective method in encouraging employee staff to accept operational changes and refrain from long-term resistant.

    Basically, the concept of resistance to change relates to the following elements in an organization:

    1. Cultural organizational perceptions
    - Levels of resistance = (employees can become complacent with their processes)

    2. Behaviors and mindset
    - Levels of resistance = (attitudes towards anything new with a objective of changing what they perceive to be already working proficienctly)

    3. Teams are use to not using facts and data

    Solution Summary

    The methods involved in facilitating organizational changes to improving the overall processes for higher productivity and profitability with practical practices that influences employee staff.