Diagnosing organizational resistance to change at Amazon and communication strategies

Amazon
Change is a continuing process that is unavoidable and organizations no longer have an alternative and for that reason they have to change so as to live on and avoid being archaic. Leaders have an important role to play as they have a great say as to the direction in which the organization is heading. Therefore, managers of organizations have to understand how to manage change. All organizations face several different forces for change that are internal, emanating from within the organization and external, which emanate outside the organization. However, such organizational change does face resistance, as majority of members within the organization prefer maintaining status quo. Organizational resistance is delineated as a manifestation of reservation that usually emanates as a reaction to change. Resistance to change has long been acknowledged as a disparagingly significant factor that can impact the achievement of any organizational change determination and endeavor (Toribiotoribio and Garcia Hernandez, 2011). The following paper discusses change resistance in Amazon with respect to change in performance appraisal and management. Reasons for Resistance to Change
The main reasons for resistance to change by personnel within the organization is fundamentally for the reason that they fear the unknown and unfamiliar. That is to say, the personnel have a sense of anxiety regarding how such change will have an impact on them, their job performance, their association and relation with other personnel, and other job associated factors. Resistance to change from most people emanates due to the shift in status quo, largely for the reason that there is a need for time for adjustment in thinking, job performance, as well as social associations and links to any changes made. Another reason for resistance to change is owing to the failure to indicate that change is necessitated (Baker, 1987).

Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan

There are potential causes of resistance for the change plan initiated for the organization. To begin with, the fear of having personnel performance reviewed in a different way implies that personnel might be resistant in losing their status due to poor performance. A second potential cause of resistance encompasses the aspect of actually necessitating personnel to undertake work. The change in performance management system and review implies that some of the personnel that were lazy or in their comfort zones will be forced to start undertaking work in a serious way. Another significant fear is the change in organizational setting through different ways of promotion and also different payment forms through performance (Toribiotoribio and Garcia Hernandez, 2011).

One of the potential sources of resistance includes self-interest or concern regarding personal loss. This lays emphasis on individuals laying more emphasis on their own interests compared to those of the organization. Some of the concerns in this particular aspect include the change in working conditions, loss of salary, loss of power and authority as well as loss of comfort. A second source of resistance to change is misunderstandings. The personnel's resistance to change can come about because they do not completely comprehend the change initiative to be undertaken and its implications. This lack of understanding usually leads to resistance to change within the organization (Toribiotoribio and Garcia Hernandez, 2011). The third source of resistance to change is encompassed in different assessments. This takes into account the different appraisals and evaluations made by the personnel or stakeholders and the initiatives of change within the organization. At times, personnel think that the change will not be beneficial to the organization, or such benefits outweigh the costs of the initiative. Therefore, once the personnel perceive any form of weaknesses or uncertainty in the proposed change initiative, then there arises an unwillingness to change. What is more, the people within the organization have dissimilar backgrounds, roles as well as experiences that can result in them assessing the situation in a different manner (Toribiotoribio and Garcia Hernandez, 2011). Create a plan for minimizing possible resistance to your change management plan
In order to ensure minimal resistance within the organization with respect to the change processes, there is a significant need for having an effective plan. The following action plan is purposed to ensure that there is diminished resistance to the change management plan within Amazon. The plan encompasses the following steps:

1. Communication

Communicate what the targets and stakeholders of the organizations change need to know and understand in order for them to undertake a well-versed and conversant choice for supporting and resisting the change.

2. Learning Plan

Developing an extensive learning plan that takes into account not only the time that is spent and utilized in training but permits for the time it will take to practice and prepare and turn out to be superficial in utilizing the new implement or adhering to the new practice and procedures.

3. Recognition

The third step of the action plan is to build acknowledgement and recognition for determination and effort made and for effective change into the change implementation plan.

4. Training

Lastly, the action plan takes into account ascertaining where there is a need for training or sponsor coaching and coming up with a plan or approach to address this particular need (Lamarsh Global, 2014). Elaborate on the relationship between resistance to change and communication
Communication plays a significant role in change processes. Organizational change and communication are intricately associated processes. Literature indicates that change is a communicative challenge and that communication procedures and practices are intrinsically a part of change implementation activities. The strategy and demeanor of strategy communication in change processes necessitate decisions that incorporated similar viewpoints of analysis and a comparative effort, but that might be significant to curtail the resistance to change (Mckay et al., 2013). Communication within the framework of change has been perceived as a manner to enlighten, encompass and even influence collaborators to contribute and take part in the change process enthusiastically. Such approach divulges communication as a method and an implement. In particular, a clear relationship exists between communication and resistance to change. Personnel are bound to be more resistance to the change processes within the communication if the change is not properly communicated. Therefore, through proper communication to the different stakeholders within the organization makes organizational change much faster and smoother to implement (Matos Marques Simoes and Esposito, 2014).

Evaluate three (3) communication strategies

Effective communication is vital and imperative to the successful execution and implementation of change initiatives. In addition, in the course of change process there ought to be prospect for dialogue so that recommendations given and feedback can be provided. Three communication strategies that can be outlined within the change initiative include face-to-face communications, interactive communications and mass communications (Austin, 2016).

Recommend one (1) communication strategy that would be applicable to your organization

The recommended communication strategy that would be applicable to the organization is interactive communication. This encompasses online chats and discussions board amongst the personnel, email addresses for Q&A, website pages that are dedicated to discussion, dialogue and Q&A (Austin, 2016). Diagnose why this communication strategy is best for your organization
This communication strategy is deemed ideal and best for the organization for different reasons. To begin with, the communication strategy is scalable, and this is beneficial for Amazon as it is a huge corporation. This implies that communication undertaken will disseminate to the organization as a whole. Secondly, this strategy is deemed ideal for the organization as it offers anonymity. More often than not, personnel resistant to change are always afraid and apprehensive of being noticed being against change processes. Through this strategy, personnel are capable of asking questions in disguise without having to be noticed. Third of all, the communication strategy facilitates two-way communication and feedback. Therefore, this makes it possible to ascertain that any issues regarding the change initiatives can easily be communicated to the leaders within the organization and provide feedback on how they can be more effective (Austin, 2016). Create a solid communication plan for your change initiative
A communication plan outlines particular aims and undertakings for the communication of a particular change initiative. It is directed by the communications strategy and is intended to build obligation for the change, decrease resistance and make certain implementation takes place.

Item

Target Audience

Specific Objective

Medium

Timing

Notes

Official announcement of change initiative

All stakeholders

1. -Reasons to alter system

2. -Benefits to the organization

3. -FAQ's

1. -E-mail to stakeholders

2. -Similar information plus more to managers of departments

September 1

-Benefits

-How, when, where details

Information communication for managers

Managers of various departments

1. -What they are required to do

2. -What this implies for employees in departments

3. -Overview of any upcoming events

1. -E-mail

2. -Hard copy

September 6

-A graphical timelines or calendar

Feedback

All stakeholders

-Understand any problems or concerns about the problem

-How to effectively achieve the objectives

-Email

-Discussion

(both online and in person)

-Anonymous posts

September 14-18

Recommendations

Suggestions

Alterations and adjustments

Official implementation

All stakeholders

Congratulations to the team

-Email

September 30

References

Austin, M. (2016). Communication Strategies. Australian National University. Retrieved 28 August, 2016 from:https://services.anu.edu.au/human-resources/learn/organisational-change/communication-strategies

Baker, S. L. (1987). Managing resistance to change. Allerton Park Institute (29th: 1987).

LaMarsh Global. (2014). 4 Action Plans to Address Resistance to Change. Retrieved 28 August, 2016 from: http://www.lamarsh.com/4-action-plans-address-resistance-change-managed-change-insights/

Matos Marques Simoes, P., &Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.

McKay, K., Kuntz, J. R., & Naswall, K. (2013). The effect of affective commitment, communication and participation on resistance to change: The role of change readiness. New Zealand Journal of Psychology, 42(2), 29-40.

ToribioToribio, C., & Garcia Hernandez, R. (2011). Coping with Resistance to Change in Organizations. Linnaeus University.