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Reducing Resistance To Change Summary

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Recommended: Why do organizations experience resistance to change

Schuetz, P., & Barr, J. (March 08, 2009). Transmuting resistance to change. New Directions for Community Colleges, 2008, 144, 105-114.
Summary: The book examines how community colleges need to become more accountable for underachieving incoming students. The study main focus is on the correlation between unprepared students and their undesirable results. Community colleges are having a difficult time preparing students due to the diversity of the students. Community colleges need to redesign their overall environments to make the students ready for success.

Thornell, G. C. (1989). Reducing resistance to change in organization management.
Summary: This dissertation examined the human factor in the learning process of change. The qualitative …show more content…

K. (2007). Resistance to organizational change: The impact of followers' disposition toward change & supervisors' leadership style.
Summary: Organizational changes often fail because of employee resistance to change. Some employees are more dispositional change resistant than others. Positive results were noticed when the leader-member exchange theory was used. The theory suggests that employees are more motivated by transactional leadership style as opposed to other styles. An unexpected interaction effect was discovered. The study should by reviewed by change agents.

Jensen, M. M. (2003). Individual resistance to organizational change: The impact of personal control and job ambiguity.
Summary: This study examines the factors of personal control and job ambiguity and how they affect an employee’s resistance to change. A survey of employees asked questions about, the level of job ambiguity, personal control over their job, and commitment to change. Results indicate that personal control is a main factor in an employee’s commitment to organizational …show more content…

The study suggests that the change process is different for every organization. People view and accept change differently. For change to succeed, the culture of the organization and target market (employees) must be researched. The study suggests that a failure to communicate effectively with employees a concerning change leads to resistance to change.

Wright, W. J. (1999). Manufacturing employment: What influences change in manufacturing employment?.
Summary: This dissertation examines the recruitment of manufacturing industries into states by government agencies. The study looks at funds used by state agencies to see if there is a correlation between spending and the increase in manufacturing firms moving into a state. This study concluded that the amount of money spent recruiting a firm had little bearing on whether the firm moved into the state.

Hofmann, P. (2013). The impact of international trade and FDI on economic growth and technological change. Berlin: Physica-Verlag.
Summary: This study looks at globalization and technology advances and how they are integrated. The main question is how will globalization affect technology and innovation in individual firms and eventually the economic growth of nations. The study suggests that protectionism hinders economic growth for nations and can lead to dynamic

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Overall, Addison's persuasive essay effectively conveys the value of community college in preparing students for success at a four-year university. The author also proves her claim that community colleges still hold such value through the use of pathos. She emphasizes that she hopes for everyone to find good education and describes community college as “America’s public service gem.” Liz Addison informs her audience about her empathy for others and says that she would campaign for every campus “simply to make sure that anyone who is looking to go to college in this country knows where to find one.” She takes the time to make students heard and seen, because typically, community college is not looked upon as a high education.

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“Choosing a college is not easy; the administration should stop implying that it should be.”- Patricia McGuire, President, Trinity Washington University. Every person who has attended a college in lifetime knows this. Although, Annie’s idea has a potential of revolutionizing the Education industry

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In the article “Two Years are Better than Four,” Liz Addison argues that community college is better than four year universities, such as the one Rick Perlstein attended. Where Perlstein reminisces about his days in college and claims that the greatness of American colleges is gone. Addison makes it apparent to the reader that she not only disagrees with Perlstein, but makes remarks suggesting that she believes that Perlstein’s college days were less for studying and more for partying and enjoying the fact that he went to a fancy private college. Addison continues by detailing some of the opportunities for people that attend community college such as being affordable, a place for the student to begin, and possibly a better match for students’ lives. She claims that this is the way college is intended to be and by no means is college as we knew it coming to an end.

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Addison’s tone is also optimistic when she adds that “the community college system is America’s hidden public gem,” and that “they offer a network of affordable future, of accessible hope, and an option to dream.” Through this remark, Addison not only exhibits a hopeful tone but, also makes others optimistic that community college is an option for them. She does such by listing that it is “affordable,” meaning achievable for those that don’t have much, as well as, being a place to “dream.” This shows that in and after community college, there are opportunities

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Sacrificing their individuality and creativity is just a step in the right direction towards their version of success. Even though sacricinfing one’s true self is great, they are willing to do so if it brings them profit in their own lives. Ultimately, the selfish need for success outweighs the corruption and negativity it brings to the overall system, and in that respect, restricts itself from progressing towards change. Because a generic system like a college can not cater to every individual, there are always concrete flaws, one of which is the pressure to confrom.

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In the case of Blue Cross and Blue Shield of Kansas City, Kevin Sparks was faced with the serious dilemma of how to get employee to accept the changes that were occurring within the organization. Organizational change can be difficult for not only those that hold upper management positions in organizations but with lower level employees as well. People are often resistance to change of any kind and this can be especially true when it comes to their place of employment. One of the first reactions people have is to completely avoid change (O’Brien & Marakas, 2011). Whenever there is talk of change occurring within an organization this can cause employees to have conversation amongst themselves that often lead to fear of the unknown.

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There are many different people in community college including veterans, of marital and maternal status, and middle-aged men wanting to improve their employment prospects (Hanks). Hanks shows how diverse and ambitious the community college environment is. One might object that the efficiency of the student might decline because of how social the college is and how prone the students are to distractions at a community college. To some extent this is true however, President Obama’s proposal prevents this from

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However, when there is a case of slow buildup of success in the organization, the employees may begin to raise questions on the validity and the importance of the change. When such questions are raised it usually precipitates to employee resistance to changes. It is therefore, important for the management of the organization to ensure that they educate the employees on the benefits and rewards of changes. It is also important for the management to let the employees know that the expected changes will take time to have a positive impact on the organization. That will help the organization to avoid any resistance (Collins, 2005, p. 110).

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1. INTRODUCTION Change is undoubtedly unavoidable for today’s organizations and likely to appear in increasing rates in the future (Tetenbaum, 1998, Armenakis & Harris, 2009). Therefore it is not surprising that organizational research has addressed this topic repeatedly over the last decades, trying to find ways that help organizations in overcoming the obstacles during the change process. Still, looking at the success rate of organizational change reveals a sad picture. In 2000, Beer and Nohria estimated that out of all change initiatives, 70% are bound to fail, thereby mostly attributing failure to the rush, in which organizations want to make change happen.

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Change typically affects most organizations in two ways, it can be rebuffed requiring those opposed to it to be dragged kicking and screaming (old guard usually) towards the change. Or it can be embraced, with those (new guard usually) making efforts to identify and understand these new rules of a new

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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Some of the reasons I felt resistant to the change. According to HR management article state that, “The reasons of employee for resistance to change was a lack of trust in leadership, fear of the unknown, and poor communication” (2016). They announced on December 11th that our new boss was going to be a man that I have been working with on a project since March of this year so a lot of my anxiety went to the wayside.

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All of these factors lead to the resistance of change which can hamper the progress to execute successful organisational change

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Resistance to Change   I recently did a questionnaire from the Hebrew University of Jerusalem to assess my resistance to change and found my results to be about average. I scored slightly higher than the average mean for routine seeking, emotional reaction, short- term focus, and slightly lower on cognitive rigidity for a total resistance of 3.29 compared to the mean of 3.09. I agree with these results for the following reasons: I can see both the pros and cons of change and am not typically inclined to either resist or promote them; the type and context of change influences my approach; I’m not too overly attached to routines and like to break them for variety; Whilst I rationalise change before reacting emotionally to it, I do notice stressors; I always like to see the longer-term benefits associated with change and plan for them; I tend to stick with decisions because I work to get

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How to Spot Resistance to Change in Your Company. Retrieved from.

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