Resistance To Change Essays (Examples)

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Change Definition of Change Change

Words: 1211 Length: 3 Pages Document Type: Essay Paper #: 45170505

Existence value of resistance

Organization change involves introducing new conversations and shifting existing conversations and patterns of discourse. However, new conversations have a hard time competing with existing conversation and so the challenge for change agents is getting new conversation heard. This is where resistance can be of value. esistance helps to keep the conversations in existence. Although talking negatively or complaining and criticizing have been viewed as resistance, it can be beneficial because it keeps the topic alive, giving other the opportunity to participate in the conversation.

Engagement value of resistance

esistance is one possible form of engagement with change acceptance and ambivalence being others and might, in some cases, reflect a higher level of commitment than acceptance, because some resistance is thoughtful. Change recipients who are highly committed to the success of the organization but who disagree with proposed change because it threatens something of value to them…… [Read More]


Issham Ismail, 5th. (2010). Proceeding of the 5th International Conference on ELearning: Universiti Sains Malaysia, Penang, Malaysia, 12-13 July 2010. Academic Conferences Limited.

Yuxia Qian, Ohio University. (2007). A communication model of employee cynicism toward organizational change. ProQuest.

Paul Parkin. (2009). Managing Change in Healthcare: Using Action Research. SAGE Publications Ltd.

Ford, J.D., Ford L.W. & DaAmelio (2008). Resistance to change: The rest of the story. Academy of Management Review, 33, 362-377.
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Change Ford Ford and D'amelio Note That

Words: 1246 Length: 4 Pages Document Type: Essay Paper #: 15326241


Ford, Ford and d'Amelio note that most change literature takes the view that resistance to change is irrational and dysfunctional. If this is the view that is taken by the actual change agents, it is not hard to see that the change agents themselves could be contributing to resistance to change. Resistance cannot always be interpreted as self-serving or irrational (two things that are contradictory, it should be noted). The first step is a change agent not becoming part of the problem is to recognize that there may be other, more logical motivations for resistance. This is not to say that resistance is never irrational or self-serving, but just that change agents cannot assume this to be the case. If they do make such an assumption, then their response to the resistance may only make matters worse. They may invalidate the opinions of those resistance the change, something that…… [Read More]

Works Cited:

Ford, J., Ford, L, & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review. Vol. 33 (2) 352-377.

Kotter, J. (1995). Leading change: Why transformational efforts fail. Power Projects Inc.. In possession of the author.
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Change Management Questionnaire

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 62499494

Change Management

Describe at least three internal and external drivers of change for the organization in this simulation.

Internally, organizational changes are driven by three external pressures, as defined by Lewin's along the three-stage model of unfreezing, changing and refreezing employee behaviors. Motivating people during each of these change stages reinforces the acquired behaviors. Unfreezing involves the motivational factor of persuading people to replace the old behaviors and attitude with the preferred behaviors and attitudes by demonstrating the need for change by infusing employees with the knowledge and the confidence that the new behaviors and attitudes are needed to cope with external pressures. (Kreitner and Kinicki, 2004). hen, refreezing means the new behavior and attitude become integrated into the normal standard operating procedures of the organization. hen, the external pressures of positive reinforcement, modeling and coaching should be used to encourage the desired behaviors continuance. 'Change and constancy are relative…… [Read More]

To implement the above change strategy in response to pressures, the CEO had to weight he current personnel needs, the changing needs of the external environment, the internal demands of the corporate hierarchical structures, and the emotional and economic demands of the employees.

What kinds of resistance might the leader expect to see? Identify and explain at least five of these. What strategies might you employ to manage each of these areas of resistance?

According to Kreitner and Kinicki, "Resistance to change is an emotional/behavioral response to the real or imagined threats to an established work routine." (Kreitner and Kinicki, 2004). Of the authors' ten reasons employees resist change, five reasons that were of particular impact in the scenario were: surprises and fear of the unknown, as when innovative or radically different changes are introduced without warnings, and the natural emotion/tendency for employees is to become fearful. To prevent the spread of invalid rumors, managers must develop communication plans to minimize employees' emotions of fear of the unknown. Secondly, a climate of mistrust can arise when change comes under pretense and deception and employees come to distrust their managers. In an effort to prevent such an undesirable climate of secrecy managers must honestly discussing coming changes. Thirdly, intimidating changes can cause employee to doubt their capabilities. To
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Change Project a Variety of Technical and

Words: 5192 Length: 20 Pages Document Type: Essay Paper #: 52835049

Change Project

A variety of technical and management issues arise during the implementation and operation of any change process. Change management in technology projects is essential to implement and monitor mechanisms to support and control users, business, and technology (Yarberry, 2007). There are different change project modules used at any stage of a project development. These include the change curve, Lewin's change management model, and Beckhard and Harris change model used in the understanding phase. The project-planning phase uses the impact analysis, Burke-Litwin, McKinsey 7s framework, Leavitt's diamond, organization design, and SIPOC diagrams. The implementation stage uses Kotter's 8-step change model, training needs assessment, while the communication change uses stakeholder analysis, stakeholder management, mission statement, and vision statements. In this analysis, the Leavitt's Diamond, the Kotter's 8-step change model, and Leavitt's model for organizational change is concerned with the interdependence of four main factors, including structure, people, technology, and task.…… [Read More]


Aladwani, A.M. (2001). Change Management Strategies for Successful ERP Implementation. Business Process Management Journal 7, 266.

Bruckman, J.C. (2008) Overcoming Resistance to change: Casual Factors, Interventions, and Critical Values. The Psychologist-Manager Journal, Psychology Press 11, 211-219.

Cameron, E. & Green, M. (2012). Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. Philadelphia, PA: Kogan Page

Davison, R. (2002) Cultural Complications of ERP. Association for Computing Machinery. Communications of the ACM 45, 109.
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Change Theories Change Management and

Words: 1022 Length: 3 Pages Document Type: Essay Paper #: 91195673

If the need for change is accepted, rationally, then emotionally, then gradually workers will become more willing and open to learn, and to incorporate the change into the organization's standard operating procedures. Individuals are more apt to accept change if, for example, they are convinced that it will improve patient care in the long run, than if the directive is merely dispensed as required because 'management says so.'

The critical aspect of fifth phase of the change process of "learning" is how changes are introduced. Communicating is an essential aspect of 'buy-in' but so is fostering a positive sense within the organization about the proposed changes by 'creating early wins' (Campbell 2008). This will lead to an increase in people's perceived own competence in their new roles. Unfortunately, starting with easier projects is not always feasible, but even if it is not, a Clinical Nurse Leader must be particularly sensitive…… [Read More]


Campbell, Robert James. (2008, January/March). Change management in healthcare.

The Health Care Manager. 27 (1): 23-39

Recklies, Oliver. (2010). Managing change. The Manager. Retrieved February 24, 2010 at

Schuler, a.J. (2003). Overcoming resistance to change. Retrieved February 24, 2010 at
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Change Management and Enterprise Resource

Words: 600 Length: 2 Pages Document Type: Essay Paper #: 94407734

Above all else, senior management must show belief in and a strong commitment to the change as well for it to succeed (Aladwani, 2001). Best practices in this area are achieved when companies rely on transformational or Coach-based leadership relative to transactional or authoritarian-based means

(Ash, Burn, 2003). The greater the belief those most affected by the EP implementation see the new system as a compliment to what they are doing, the lower the resistance to change. Senior management must take on a leadership role for this to happen however.

Lessons Learned

Based on the lessons learned from successful and unsuccessful EP implementations, the key success factors of enabling top management leadership to take a role in defining risks and rewards of the new implementation is critical (Aladwani, 2001). Second, the EP implementation must be "owned" by those most affected by fit for the change management program to be effective…… [Read More]


Aladwani, a.M. (2001). Change management strategies for successful ERP implementation. Business Process Management Journal, 7(3), 266-275.

Ash, C.G., & Burn, J.M. (2003). A strategic framework for the management of ERP enabled e-business change. European Journal of Operational Research, 146(2), 374-387.

Carton, F., Adam, F., & Sammon, D. (2008). Project management: A case study of a successful ERP implementation. International Journal of Managing Projects in Business, 1(1), 106-124.

Kemp, M.J., & Low, G.C. (2008). ERP innovation implementation model incorporating change management. Business Process Management Journal, 14(2), 228-242.
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Change Management Using Various Organizational

Words: 4441 Length: 13 Pages Document Type: Essay Paper #: 47664924

Software quality management, compliance, and collaboration across the entire organization also need to be integrated at the process and role level with the LMA supply chain. As the LMA supply chain is very unique in that it specifically deals with prototypes often that are under covered under security guidelines and clearances, there needs to be continual focus on change management and task ownership in this area as well. For LMA supply chains is their major source of pricing competitive advantage as the company ahs been responsible for several innovations in this process area (Cheung, Myers, 2008). In conclusion as CEO of LMA the challenge of attaining and strengthening global competitiveness begins with being a transformational leader followed by concentrating on transforming compliance into a competitive advantage, and also striving to create a high level of task ownership, mastery and collaboration within and between the company's teams and outside partners including…… [Read More]


Appelbaum, S., J. Berke, J. Taylor, and J. Vazquez. "The Role of Leadership During Large Scale Organizational Transitions: Lessons from Six Empirical Studies." Journal of American Academy of Business, Cambridge 13, no. 1

(March 1, 2008): 16-24.

Spencer Arnesen, and Jeff Thompson. "ERP merger mania." Strategic Finance 85, no. 4 (October 1, 2003): 30-36.

Mark Brenner. "It's all about people: change management's greatest lever." Business Strategy Series 9, no. 3 (May 1, 2008): 132-137.
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Change Management in Large and

Words: 372 Length: 1 Pages Document Type: Essay Paper #: 34526063

Smaller firms can use change management concepts to assess the current economic and environment and find a unique niche that they can fill, and become a first mover in a new marketplace. Strategies for dealing with change resistance are often important in large organizations with many different employee subcultures, but a small firm may also be resistant because of its 'homey' atmosphere that can cause resistance to change. A smaller organization with more limited resources can likewise benefit from the constant housecleaning of inefficient ideas and processes of change management. In both small and large organizations, change only happens through people, and the people-focused strategy of managing change and making changes work rather than hinder the organization is useful to all organizations, regardless of size ("Thirteen Tips for Managing Change," 2006, North Central Regional Educational Laboratory).

orks Cited

McNamara, Carter. (1997). "Basic Context for Organizational Change." Management

Help. Retrieved 6…… [Read More]

Works Cited

McNamara, Carter. (1997). "Basic Context for Organizational Change." Management

Help. Retrieved 6 Mar 2007 at

Thirteen Tips for Managing Change." (2006). North Central Regional Educational

Laboratory. Retrieved 6 Mar 2007
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Change Is Never Easy One of the

Words: 657 Length: 2 Pages Document Type: Essay Paper #: 63541385

Change Is Never Easy

One of the hardest things for any company to accomplish is graceful change. This is true for at least several reasons. The first is that change is psychologically difficult: Letting go of the known for the unknown, even when the unknown is likely to be a good deal better, can seem fraught with numerous perils. The other major reason that change can be so difficult for companies and other large organizations is that group enterprises require a relatively high level of stability and predictability to thrive. Even an organization that is composed of highly skilled, intelligent, and flexible people cannot change as quickly as can a single individual. This is simply too much inertia in the system and too many specific relational dynamics that have to be shifted for change to occur as quickly as can be the case with an individual.

That said, it remains…… [Read More]

However, this research does not stop at the idea that inertia exists as a powerful force in organizations; rather, after acknowledging the power of inertia, the authors moved past this idea (which does not account for the real and successful changes that can and do occur in a number of organizations) to incorporate "theories of organizational learning and innovation not found in the original formulation of structural inertia. The result is a broader model of inertia and momentum in organizations."

In other words, any sophisticated analysis of change must be able to account for the ways in which organizations resist change in the name of stability but also how they are able to overcome this inertia and actually effect change. One of the most important aspects of this piece of research -- and a strength that was in fact exhibited by CMIG -- is that organizations tend to resist change not out of weakness but because stability (which can here be seen as the counterpart to change) is valued by so many different stakeholders:

Hannan and Freeman's (1984) structural inertia theory offers a model of the process of organizational change that includes both internal and external constraints on organizational change. The first part of their argument addressed the probability of organizational change. They argued that organizations exist because they are able to perform with reliability and, if questioned, to account rationally for their actions. Reliability and accountability are high when organizational goals are institutionalized and patterns of organizational activity are routinized, but institutionalization and routinization also generate strong pressures against organizational change. Thus, the very characteristics that give an organization stability also generate resistance to change and reduce the probability of change. The second part of their argument dealt with the effect of organizational change on survival. They argued that because both internal and external stakeholders prefer organizations that exhibit reliable performance and because change disrupts both internal routines and external linkages, organizational change is hazardous. (Amburgey, Kelly, & Barnett, 1993).
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Change Management Change in the Words of

Words: 731 Length: 2 Pages Document Type: Essay Paper #: 24555545

Change Management

Change in the words of Wong (2007, p.195) "may consist of policy changes, new requirements, reorganizations, new management, budget cuts, or a change in business plans." As the author further points out, these changes could either be systematic or sudden. Changes are largely inevitable. In projects, changes according to Meredith and Mantel (2009, P.167) could be caused by three things; errors in initial assessments, receipt of new info regarding the ongoing project, and project environment changes. In some instances, a manager could encounter some behavioral alterations on the part of team members as they encounter change. The said alterations in this case could be as a result of the different responses people have to change. For instance, as Wong (2007) notes, while there are those who may be curious to learn more or view the possibility of change as an opportunity, others could either be suspicious or skeptical…… [Read More]


Adair, J.E. ed., 2004. The Concise Adair on Team Building and Motivation. London: Thorogood Publishing.

Meredith, J.R. & Mantel, S.J. 2009. Project Management: A Managerial Approach. 7th ed. Hoboken, NJ: John Wiley & Sons

Tomczyk, C.A. 2010. Project Manager's Spotlight on Planning. Alameda, CA: SYBEX Inc.

Wong, Z. 2007. Human Factors in Project Management: Concepts, Tools, and Techniques for Inspiring Teamwork and Motivation. San Francisco, CA: John Wiley & Sons.
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Change Management in Order to

Words: 3723 Length: 12 Pages Document Type: Essay Paper #: 41167298

The change leader should feel confident about the change if decision criteria are driven by impartial and objective considerations and his position is based on organizational, mission, vision and strategies. Then leader should try to convince all employees on objective and factual grounds while also taking care of their emotional issues. If leaders do not behave well and control their own emotions then employee morale gets affected. "Most executives do a good job of communicating a strong sense of urgency to effect change and move people out of their comfort zones. This often launches a flurry of activities in the right direction to start with. However, sustaining the quality and level of activities is a different ball game. For the abstraction that is called business, it requires more than organizational structure, incentives and job descriptions to have a multitude of people work in a concerted manner towards a common objective…… [Read More]


Lawler III, E. & Mohrman, S.2003,'HR as a Strategic Partner: What Does it Take to Make it Happen?', Human Resource Planning, Vol.26, No.3, p.15+.

Thite, M. 2004, Managing People in the New Economy, Sage Publication, New Delhi.

David, F. (1991). Strategic Management. 3rd Ed. McMillan

Jansen, K. (2000). The Emerging Dynamics of Change: Resistance, Readiness, and Momentum. Human Resource Planning. Vol: 23. Issue: 2.
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Change Management and Implementation in Health Care

Words: 1317 Length: 4 Pages Document Type: Essay Paper #: 28745609

Change Strategy Worksheet and Simple SWOT Analysis

Would the strategy best facilitate change for the short or long-term and why?

Education and communication

The strategy would enhance both long-term and short-term change. It prevents the presence of resistance especially where there is inadequate information about The New Hire Orientation Project. The step is essential because people will start to adjust to the new system even before the project is established. More so, the strategy allows employees and other stakeholders to understand the primary reasons for establishing the change (Zeng, 2014). Education will also play a significant role because it will enable the employees to connect the practicum change with the institution's short- and long-term objectives. For this reason, they will help with the implementation of the change.

Participation and involvement

I would facilitate change for the short-term. In this case, it is effective in situations where the initiators do not…… [Read More]


Campbell, R. J. (2008). Change Management in Health Care. The Health Care Manager. Volume 27, Number 1, pp. 23-39

Eacott, S. (2011). Leadership Strategies: Re-Conceptualising Strategy for Educational Leadership. School Leadership & Management, 31(1), 35-46

Goksoy, A. (2015). Organizational Change Management Strategies in Modern Business. IGI Global

Karlsson, C., & Tavassoli, S. (2015). Innovation strategies of firms: What strategies and why? J Technol Transf The Journal of Technology Transfer. doi:10.1007/s10961-015-9453-4
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Change Management in Healthcare Organizations

Words: 16366 Length: 42 Pages Document Type: Essay Paper #: 93329389

1.3. Summary of argument, Hypothesis

The role of leadership styles and their applicability to the success or failure of mergers, acquisitions and alliances is the focus of this research. Any leadership study, to be relevant, must also focus on the needs of those served by the organizations studies. That is why in the proposed Change Management Equilibrium Model have customer-driven processes at their center or core. The focus of the research to either validate or refute the model is based on consistency and collaboration as two factors that also serve to create greater levels of integration between the two or more healthcare providers merging or changing their organizational structures to better serve the market. This market orientation is what many public-ally-owned and operated healthcare providers struggle with, as often the source of funding becomes their "customer" or whom they serve (Brinkmann, O'Brien, 2010). Studies by AM esearch for example show…… [Read More]


Abbott, R., Ploubidis, G., Huppert, F., Kuh, D., & Croudace, T.. (2010). An Evaluation of the Precision of Measurement of Ryff's Psychological Well-Being Scales in a Population Sample. Social Indicators Research, 97(3), 357-373.

Faten Fahad Al-Mailam. (2004). Transactional vs. Transformational Style of Leadership-Employee Perception of Leadership Efficacy in Public and Private Hospitals in Kuwait. Quality Management in Health Care, 13(4), 278-284.

Antonakis, J., & House, R.J. (2002). The full-range leadership theory: The way forward. In B.J. Avolio & F.J. Yammarino (Eds.) Transformational and Charismatic Leadership, Volume 2, p. 3 -- 33. Boston: JAI Press.

Avolio, B.J., & Yammarino, F.J. (2002). Introduction to, and overview of, transformational and charismatic leadership. In B.J. Avolio & F.J. Yammarino (Eds.) Transformational and Charismatic Leadership, Volume 2, p. xvii -- xxiii. Boston: JAI Press.
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Change Building Support Tavares T

Words: 417 Length: 1 Pages Document Type: Essay Paper #: 72007928

The commonly-cited approach to deal with resistance to change is to "highlight the risks of clinging to the status quo and to be forthright about the uncertainty of the future when introducing employees to the proposed changes, which assumes that employees can rationally predict and understand their interests (Tavares 2009, p.11). Furthermore, employees are often justifiably suspicious of change, given that their personal interests and management interests may not be aligned. The recent series of debacles in the technology sector, the American auto industry, and the financial services industry are all testimony to this fact. Thus finding a true 'change management' approach that is demonstrably effective remains elusive: furthermore, managers often have trouble understanding why certain changes do work. This confusion has shifted theorists' emphasis back to leadership at top -- in other words, the idea that if people won't change, managers must change people. And sometimes "in unusual cases,…… [Read More]


Tavares, T. (2009, September). 'Change management' faces major changes. Canadian HR

Reporter, 22(16), 11. Retrieved December 8, 2009, from ABI/INFORM Global.

(Document ID: 1895112551).
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Change May Be Difficult for

Words: 3691 Length: 11 Pages Document Type: Essay Paper #: 24118546

In that sense, Wilkoff (1995, as cited by Weick & Quinn, 1999) reports on her attempts to intervene between two companies that had fused together in an unsuccessful mergence. The actors of the various companies persistently disagreed due to cultural differences in mindset, whereupon the consultant, recognizing this, changed her strategy. he began meeting with each actor separately and explaining the other's performance from his or her particular cultural assumptions. In this way, once each had understood the other, could both meet together and the mergence actually become effective. In a similar way, says chein, can change be best implemented when the leader is willing and able to looking into, work with, and attempt to understand other cultural patterns. History is change. Change necessitates working with and understanding the heterogeneity of cultures that constitute the world. A leader who does this becomes flexible to the change dynamic and can best…… [Read More]


Bartunek JM. 1993. The multiple cognitions and conflicts associated with second order organizational change. In Social Psychology in Organizations: Advances in Theory and Research, ed. JK Murnighan, pp. 322. 49. Englewood Cliffs, NJ: Prentice Hall

Beer M, Eisenstat RA, Spector B. 1990. The Critical Path to Corporate Renewal. Boston, MA: Harv. Bus. Sch.

Brand, a. (1990). The Force of Reason: An Introduction to Habermas, London: Allen & Unwin.

Crawford, Amy. "The Swamp Fox." (http://www.
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Change Resistance at Sony

Words: 1064 Length: 3 Pages Document Type: Essay Paper #: 66668279

esistance to Change Within Sony Corporation

propose strategies that the current CEO Howard Stringer can Ilise to try to manage this resistance

Morgan identified eight organizational perspectives that can be used as frameworks for organizational resistance. In the case of Sony Corporation, the CEO Howard Stringer faced resistance when he tried to introduce the western way of management. The employees resisted the changes, and this brought about many other issues. Using Morgan's organizational metaphors, Howard Stringer could have managed to overcome this resistance. The machine view suggests that employees will operate as expected, work by following laid out procedures, and operate like clockwork. Using this metaphor, Howard could have initiated top-down commands that employees would have to follow (Muller et al., 2010). This metaphor works by reducing waste, increasing efficiency, and product standardization. At Sony Corporation, this metaphor might not work since most of the work is not repetitive, or…… [Read More]


MULLER, S.D., MATHIASSEN, L. & BALSHOJ, H.H. 2010. Software Process Improvement as organizational change: A metaphorical analysis of the literature. Journal of Systems and Software, 83, 2128-2146.

SUDDABY, R., HARDY, C. & HUY, Q.N. 2011. Introduction to special topic forum: Where are the new theories of organization? Academy of Management Review, 36, 236-246.

SUMI, A. & SCHUETZ, M. 2011. Is Sony Turning Around?, Pokfulam Road, Asia Case Research Centre, University of Hong Kong.
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Change Management It Begins by

Words: 995 Length: 4 Pages Document Type: Essay Paper #: 37701229

The first is structural resistance. This resistance may lie in the organization's rigidities as demonstrated by their current structure.

Closed mind-sets of organizational members offer another form of resistance to change. This is often found in a dedication to obsolete business strategies. Organizational members may simply not see the value in the change to occur, when compared to existing processes and procedures. Dan Sweeney, a vice president at IBM's retail consulting practice, found IBM in exactly this situation.

The corporation was stuck in their mechanistic command and control model, a business strategy that had lost its effectiveness (Engdahl, 2005).

The organization may also be entrenched in organizational culture that simply isn't conducive to change. In some instances the organizational values can be a powerful motivator of change, however, in others, it may be a strong resistor. This is especially true in the instances where organizational members don't have the skills…… [Read More]


Engdahl, R. (Summer 2005). Organization evolution: The natural change model for organizational structure in changing times. Organization Development Journal, 23(2). Retrieved June 9, 2005, from Proquest database.

Gray, S.N. (Summer 2005). Tipping points: Building momentum for lasting change. Organization Development Journal, 23(2). Retrieved June 9, 2005, from Proquest database.

Schaafsma, H. (1997). A networking model of change for middle managers. Leadership & Organization Development Journal, 18(1). Retrieved June 9, 2005, from Proquest database.

Weymes, E. (May 2003). Relationships not leadership sustain successful organizations. Journal of Change Management, 3(4). Retrieved June 9, 2005, from Proquest database.
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Change Healthcare Organizations Face Notable

Words: 953 Length: 3 Pages Document Type: Essay Paper #: 84117902

Implementation can include oversight of the physical hardware installation and training of staff members. The new system should be implemented in phases such that the entire system does not collapse in the early stages of development.

During these two phases healthcare professionals working in the organization will be given the opportunity to actively adapt to the new system. Professionals will be included in the development and design to ensure that their needs are met in the final system. In addition, comprehensive training will be provided to ensure that all staff members are able to use the new technology. These processes will help reduce resistance to change and improve overall outcomes and utility of the new system.

esources Needed

The most prominent resource needed to undertake this change is money. Financial resources will be needed to purchase all of the equipment needed to computerize the hospital's information systems. In addition financial…… [Read More]


Baharozian, D.B. (2005). Electronic medical records in practice: Are we there yet? Ophthalmology Times, 30(22), 45-47.

Swartz, N. (2005). Electronic medical records' risks feared. Information Management Journal, 39(3), 9.
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Changes in Structures and Cultures

Words: 1010 Length: 3 Pages Document Type: Essay Paper #: 64261023

reality in the business world is the need for change. When such a need is perceived in a company, it is almost always going to result in resistance. There are a variety of reasons for this. In order to effectively deal with change and resistance to change in the workplace then, it is necessary to understand the nature of the necessary change as well as the reasons for resistance. In an attempt to understand the nature of resistance, it is important to remember that resistance from employees to change is often a necessary and healthy thing. When it is dealt with effectively, resistance to change can be as beneficial as change itself. The best way to deal with resistance then is to recognize it and use it to implement the proposed changes in the most effective way possible. To do this, it is useful to study the phenomenon not only…… [Read More]


Anderson, Dean & Linda. "Resistance to Change." In "Results from Change: e-newsletter, April, 2002. Being First, Inc.

Business Strategy: Change. 2005.
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Change Review in the Business

Words: 1907 Length: 6 Pages Document Type: Essay Paper #: 57458425

There is no acknowledgement that leaders may indeed be flexible according to the situation and followers that they are dealing with. Even though women, for example, may favor a more laissez-faire type of leadership style than men (Eagly, Johannesen-chmidt & Van Engen), this does not mean that they will do so in all circumstances, or indeed that all female leaders will have this tendency.

The Path-Goal Theory

The path-goal theory is one of the most flexible and popular models used in the changing business world today. It allows for an integration of various styles, personalities and situations. The components inherent in this theory is the particular path that employees are expected to follow in order to reach a certain desired goal. The position of the leader in this model is to provide followers with desirability in terms of goals and the removal of obstacles along the way towards obtaining the…… [Read More]


Eagly, A.H., Johannesen-Schmidt, M.C., & van Engen, M.L. (2003, July). Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men. Psychological Bulletin, 129(4), 569-591.

Hughes, Richard L., Ginnett, Robert C. & Curphy, Gordon J. (2002). Leadership: Enhancing the lessons of experience (4th ed). New York: McGraw Hill.

Kuriger, Craig C. (2006, July/August) Workplace change and worker fears: when new technology enters the workplace. Army Logistician

Parker, Dennis R. (2002, January/February). Create opportunities, not fear, through change. Leadership.
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Change Management in Designing the

Words: 1039 Length: 4 Pages Document Type: Essay Paper #: 36468924

The focus of each study is how to navigate the complexities of organizational change while keeping the company in balance and moving forward towards its objectives (Galbraith, 1982). One analysis concentrates on the structural components of an effective culture that is agile enough to change yet solid enough to be stable enough to grow on (Designing the Innovative Organization) (Galbraith, 1982). The other concentrates on how best to define the cultural foundation of a company from a sociability and solidarity standpoint (Goffee, Jones,1996). Both of these approaches are highly effective in creating a navigational focus on change management and cultural strategy decisions. As both analyses illustrate just how potent the potential is for modifying a culture based on its ability to take into account the myriad of factors that resist change, their insights would be invaluable for managers looking to side-step the major stumbling blocks evident in resistance to change.…… [Read More]


Galbraith, J. 1982 Designing the Innovative Organization. Organizational Dynamics.

Goffee J. And Jones, G. 1996. What holds the modern corporation together? Harvard Business Review. November-December.
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Resistance Effective Communication Strategies Overview of the

Words: 1395 Length: 5 Pages Document Type: Essay Paper #: 50364767


Effective Communication Strategies

Overview of the Schools' Current Situation

Issues Discussed During Faculty etreat

Issue to be discussed on 14th September, 2012

Issue to be discussed on 15th September, 2012

Issue to be discussed on 16th September, 2012

The report entails a thorough analysis of the current difficulties faced by the Montgomery University of South Carolina. Despite the presence of necessary infrastructure, the University has been facing various problems in maintaining the educational standards which is directly related to University's funds management. Another troubles area is the attraction of new students and retention of the old ones.

A survey has been conducted for understanding the possible causes of these problems. The possible reasons along with the possible solutions identified, will be discussed in the Faculty retreat which will be taking place from 14-16 September, 2012. It will be suggested that a body managing the performance of the faculty members…… [Read More]


Dent, E., & Goldberg, S. 1999a. Challenging "resistance to change." Journal of Applied Behavioral Science, 35: 25 -- 41.

Dent, E.B., & Goldberg, S.G. 1999b. Resistance to change: A limiting perspective. Journal of Applied Behavioral Science, 35: 45 -- 47

Knowles, E.S., & Linn, J.A. 2004. The importance of resistance to persuasion. In E.S. Knowles & J.A. Linn (Eds.), Resistance and persuasion: 3 -- 9. Mahwah, NJ: Lawrence Erlbaum Associates
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Changing Mental Models

Words: 764 Length: 2 Pages Document Type: Essay Paper #: 54027589


There are a number of issues at play in this scenario. The two employees are raising some interesting, practical concerns. However, management may have already dealt with these concerns. Thus, there is a point where management needs to act on its strategies, knowing that it has already considered the issues that Vernon and Bud are raising. The key now is that management needs to change the way that these two are thinking and get them on board with the change.

esistance to change occurs for several reasons. Some people's mental models are essentially non-flexible, and as a result they are unable or unwilling to conceive of change. This makes them resistant to change. The first question the company has to ask is whether these two are resisting change because they have thought this issue through and have legitimate concerns about the company's strategy, or because they are simply resistant…… [Read More]


Lawrence, P. (1969). How to deal with resistance to change. Harvard Business Review. Retrieved April 26, 2014 from

Stauffer, D. (2011). Mindset: Innovation's third way. Innovator Mindset. Retrieved April 26, 2014 from 

Tanner, R. (2014). Organizational change: 8 reason why people resist change. Business Consulting Solutions. Retrieved April 26, 2014 from
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change in organizations with case'study

Words: 917 Length: 3 Pages Document Type: Essay Paper #: 14984647

change management strategy can ensure organizational success. Change is inevitable, as internal and external forces will impact organizations continually, requiring ongoing adjustments and assessments. As Nguyen Huy & Mintzberg (2003) point out, "resistance to change is bad," because resistance is a futile exercise in clinging to what will no longer work (p. 79). The goal is not to generate forces of change unnecessarily but to recognize when change is needed, what kinds of change, and how to steer the organization in the right direction to successfully navigate the new playing field. As Morgan (2006) points out, some organizations even thrive on change, particularly when change becomes part of the ways employees use their critical and creative thinking to continually collaborate on new ideas and directions for the organization. Unfortunately, the case study of the elementary school is one that highlights the need for change-resistant organizations to inject new life and…… [Read More]


Kotter, J.P. & Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Review. Retrieved online:

Morgan, G. (2006). Images of Organization. Thousand Oaks: Sage.

Nguyen Huy, Q. & Mintzberg, H. (2003). The rhythm of change. MIT Sloan Management Review.
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Change Model in Psychology

Words: 2210 Length: 6 Pages Document Type: Essay Paper #: 20899168

Lewin's Three Step Model

eview of the Existing esearch Findings in This Domain

Lewin's 3 Step Model to Counter esistance to Change

Application of Lewin's Change Model in a Manufacturing Industry

The Change Process Implementation Using Lewin's 3 Stage Model

The process of change in any organization involves the process that enables a company to take control over the implementation of improvement mechanisms. Such improvement and change entails the transition of individuals, teams and organizations from a present state of existence within the organization to a predefined and desired condition for the future. This change thus involves change in roles and responsibilities of employees of the organization. However people tend to oppose any change in an existing system. This means that employees of an organization would want the present state of affairs to continue. This opposition to change stems primarily from the fear of losses due to a proposed change…… [Read More]


Burke, W. Organization change.

Cameron, E., & Green, M. (2004). Making sense of change management. London: Kogan Page.

Demers, C. (2007). Organizational change theories. Los Angeles, CA: SAGE Publications.

Green, M. (2007). Change management masterclass. London: Kogan Page.
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Change Management and Implementation at H2o Solutions

Words: 1406 Length: 4 Pages Document Type: Essay Paper #: 51396877

Organizational Planning and Goal Setting

Why the older, original planning and goal setting process will no longer work for H2o Solutions

Today, an organization can adopt any of the three types of organizational structures; the centralized, top-down planning, and the decentralized models. Initially, H2o Solutions followed the centralized and top-down planning model. However, the model became ineffective as the company grew. H2o Solutions now needs to integrate the very employees it has hired into the planning and goal-setting process. This cannot be achieved by the original top-down approach because it puts all the decision-making powers exclusively in the hands of the senior management. The company needs a new model, which will enable the senior managers to disseminate decision-making powers to low-level and middle managers. With the old model, H2o Solutions suffers from adverse impacts of multiple management layers which stretch from the senior leadership down to frontline employees. The senior…… [Read More]


Cassidy, C, Kreitner, B, & Vanhuss, S. (2014). Administrative Management: Setting People Up for Success. New York: Cengage Learning

Daft, R. L. & Marcic, D. (2010). Understanding Management. New York: Cengage Learning

Dyck, B. & Neubert, M. (2008). Management: Current Practices and New Directions. New York: Cengage Learning

Sinofsky, S. & Iansiti, M. (2009). One Strategy: Organization, Planning, and Decision-Making. New York: John Wiley & Sons,
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Change Leadership

Words: 2039 Length: 6 Pages Document Type: Essay Paper #: 71129463


The Leadership Style

Leadership Qualities

The Change Process

Change Leadership in emember the Titans

The film is set in the 1970s in April of 1971, during a period in which the United States Supreme Court passed a historic judgment about the issue of state imposed segregation in public schools. Following the judgment in the same year T.C. Williams High School located in Alexander Virginia were racially integrated which serves as the setting on which the film is portrayed. The context of the film is critical to understanding the plot because during these events there was social discord between blacks and whites in America (Titans et al., 2015).

The story begins with the integration of the schools. As a result of the integration, the football teams of the two schools were merged and a new team was formed. Herman Boone was appointed head coach who was chosen by a wining…… [Read More]


Hu, J., & Liden, R. (2011). Antecedents of team potency and team effectiveness: An examination of goal and process clarity and servant leadership. Journal Of Applied Psychology, 96(4), 851-862. doi:10.1037/a0022465

Rus, D., van Knippenberg, D., & Wisse, B. (2010). Leader power and leader self-serving behavior: The role of effective leadership beliefs and performance information. Journal Of Experimental Social Psychology, 46(6), 922-933. doi:10.1016/j.jesp.2010.06.007

Titans, R., Yakin, B., Howard, G., Washington, D., Patton, W., & Harris, W. (2015). Remember the Titans (2000). IMDb. Retrieved 19 March 2015, from
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Desired Outcomes of Change Management

Words: 1918 Length: 6 Pages Document Type: Essay Paper #: 5085062

Change Management

Overcoming esistance to Change

Change management can be most difficult in companies that are entrenched in their company culture. In the case of the company in the study, the company has a high number of employees that have been with the company for a long period of time. These employees present the greatest challenge to overcome in terms of change management. They are more likely to continue to do their jobs as they have done them in the past. For employees that have been with the company the longest, the proposed changes in customer service would mean changes in long-established daily habits and routines. outines are comfortable and changing these routines can be stressful for employees, particularly those who have been there for long time. This study will examine the limits and obstacles that make changes in organizational structure difficult for companies with an entrenched corporate culture.

Summary…… [Read More]


Beer, M., Eisenstat, R.A., & Spector, B. (1990). "Why Change Programs Don't Produce Change." Harvard Business Review. 68(6). 158- 66.

Cascio. W.F. (1993). " Downsizing: What do we know? What have we learned?" Academy of Management Executive 7(1), 92-104.

Oxman, J. & Smith, B. (2003). "The Limits of Structural Change," Sloan Management Review. 77-82.

Simons, R., Mintzberg. H., & Basu. K. (2002). "Memo to: CEOs:." Fast Company. 59, 117-121.
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Change Proposal the Situation Spending Any Time

Words: 2484 Length: 8 Pages Document Type: Essay Paper #: 66642561

Change Proposal

The Situation

Spending any time at all at one of the nation's first, oldest and largest state theaters, a founding member of the League of esident Theaters, brings to mind only one phrase above all others: "Off with their heads." The theatrical organization is run as if by the mad Queen in Alice in Wonderland. No real management is performed. Instead, edicts are issued by the CEO and founder and carried out without regard to the bottom line or any standards of acceptable organizational behavior. In short, there is the rule of fear, and nothing more.

When the theatre runs into problems, the solution is not to find remedies for those problems, but to replace personnel -- itself a highly expensive proposition -- and seek more government and corporate grants to cover the costs of operating the theater. The board of directors has been asked by more than…… [Read More]


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Kettl, D.F. (1999, July). Clueless in the Capital. Washington Monthly, 18. Retrieved August 31, 2003, from Questia database,

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Change as We Will See in the

Words: 2993 Length: 10 Pages Document Type: Essay Paper #: 88894956


As we will see in the case studies, leadership is a decisive factor in the process of diagnosing and in the implementation of changes in the operation of a corporate organisation. IT, HR and corporate work ethics may be excellent. However, without secure and decisive leadership, the best organisational makeovers can fail miserably.

In this part of the essay, this author will illustrate three models and techniques in the change management professional literature for diagnosing organisations. ith regard to this, we will compare and contrast three different diagnostic models/techniques, including the main strengths and weaknesses of each. In this discussion, we will also examine the relationship between each diagnostic model/technique and the organisational development and political approaches to organisational change.

In the first we will consider, a great person and a great organisational management team leads change and the charge, focusing in on areas that needs to be changed.…… [Read More]

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Ford, M.W., & Evans, J.R. (2006). The role of follow-up in achieving results from self-assessment processes. International Journal of Quality & Reliability Management, 23, 589-606.

Friedman, B.A. (2007). Globalization implications for human resource management roles. Employment Responsibility Rights Journal, 19, 157 -- 171.
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Change Management Kotter's Sequence Establishing a Sense

Words: 956 Length: 2 Pages Document Type: Essay Paper #: 9471034

Change Management

Kotter's sequence: establishing a sense urgency creating a guiding coalition.

Change management: Best Buy's successful adoption of change

Change management: Best Buy's successful adoption of change

It is said that change is constant and the one constant in economic life is change. But despite the 'predictability' of change, the phenomenon of change resistance is another 'constant' in organizations. John Kotter in his book Leading Change offers an eight-step prescription to fight against change resistance, to create a positive environment that fosters change. The efficacy of Kotter's eight steps can be seen in Best Buy and its shift a results-only system of valuing employee's contributions, which stands in stark contrast to its previous attempts to institute change.

Establish a sense of urgency

At Best Buy, before adopting a results-only work environment, the organization was a "ferociously face-time place" (Smashing the Clock, 2006, Business Week). Burnout and attrition of high-quality…… [Read More]


Kotter, J.P. (1996). Leading change. Boston: Harvard Business School Press.

Smashing the Clock. (2006) Business Week. Retrieved January 10, 2011 at
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Change Management Implications of Lenovo's

Words: 3729 Length: 10 Pages Document Type: Essay Paper #: 66945424

According to Liao (2006), "The companies have entered into significant, long-term agreements that give Lenovo customers preferred access to IBM's world-class customer service organization and global financing offerings. This will enable Lenovo to take advantage of IBM's powerful worldwide distribution and sales network. Lenovo's customers are able to count on the entire IBM team - including sales, services and financing - for access to IBM's legendary end-to-end it solutions" (p. 3). In addition, pursuant to IBM's five-year contractual commitment, it will also provide Lenovo with warranty services and provide Lenovo customers with leasing and financing arrangements. According to Liao, "Through this long-term relationship, customers will receive the best products with the lowest total-cost-of-ownership" (2006 p. 3). Among the company's initiatives in this final phase of the change management process were additional efforts to further support their new dual business model. To this end, Lenovo upgraded its technology to work with…… [Read More]


About Lenovo. 2007. Lenovo: United States. [Online]. Available:

Bass, Bernard M. 1997. "Does the Transactional -- Transformational Leadership Paradigm Transcend Organizational and National Boundaries?" American Psychologist, 52(2), 130.

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Dessler, Gary. 2006. "Expanding into China? What Foreign Employers Should Know about Human Resource Management in China Today." SAM Advanced Management Journal, 71(4), 11.
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Changes Within Criminal Justice Organization

Words: 1168 Length: 4 Pages Document Type: Essay Paper #: 43777253

Yet Arab-Americans are not necessarily hostile to the idea of greater community intervention, provided it is done to enhance community life, and not done to profile all Arab-American residents as terrorists. In fact, in the city of Chicago, there have been calls for greater police intervention in Arab-American communities by parents and local leaders, to reduce the threat of violent crime. Nizar Hasan, president of the Arab-American Police Association, believes Arab-American youth are increasingly falling into negative criminal behaviors. "It's getting worse…Some of these kids first try [drugs], get hooked, want more and look for ways to make money to support their habit, which means criminal activity" (Bohn & Schott 2009). However because Chicago, like many cities, does not track crime rates amongst Arab-Americans they are not labeled as 'minorities' -- "according to the U.S. Office of Management and Budget, persons from the Middle East and North Africa, like those…… [Read More]


Bohn, Lauren E. & Paul Schott. (2009, November 17). Blight of street crime creeping into Arab-

American community. Merrill reports. Northwestern University. Retrieved October 19,

2010 at

Elliott, Andrea. (2006, June 13). After 9/11 Arab-Americans fear police, study finds. New York
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Change Model and Addiction in Our Society

Words: 2104 Length: 8 Pages Document Type: Essay Paper #: 12201052

Change Model and Addiction

In our society physicians fill the roles of diagnostician and healer but another role equally important is that of aiding patients to understand and take ownership of their own health and guide them in making decisions and any necessary changes to improve that health. Dietary restrictions, stress management, and exercise programs are common interventions prescribed by physicians but none of these will be successful without a change in the patient's behavior. Without that relapses are common and consistent, life-long behavioral changes are difficult to implement.

We need only to look at the rows of books in stores or the numerous resolutions made at the beginning of every year to know that change is a popular topic, but it is often easier said than done. Physicians can promise a patient improvement in health and back it with scientific evidence but that does not guarantee patients will be…… [Read More]


Arkowitz, H, & Lilienfeld, S 2007, 'Why Don't People Change?', Scientific American Mind, 18, 3, pp. 82-83, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Arkowitz, H, & Westra, H 2009, 'Introduction to the special series on motivational interviewing and psychotherapy', Journal of Clinical Psychology, 65, 11, pp. 1149-1155, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Feldstein, S, & Forcehimes, A 2007, 'Motivational Interviewing with Underage College Drinkers: A Preliminary Look at the Role of Empathy and Alliance', American Journal of Drug & Alcohol Abuse, 33, 5, pp. 737-746, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Heather, N 2005, 'Motivational interviewing: Is it all our clients need?', Addiction Research & Theory, 13, 1, pp. 1-18, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.
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Change Initiatives

Words: 1025 Length: 4 Pages Document Type: Essay Paper #: 24470073

Change initiatives in any organization can meet with success or failure, and results are dependent upon the leadership involved. In my experience, I have worked within a variety organizations, however none as recent as a technology organization of which I provide program management solutions. Management has come to the realization that there is a need for better collaboration with information and data. That there is a need for a certain amount of transparency in the information gathered. Their past way of interacting with data would create the triplicate touch of information, thus questioning the validity of data integrity and at the same time, information was lost in translation. Leadership in efforts of change management requires a deeper understanding of the projects at hand, as well as an understanding of the organizations global picture.

In the organization I currently work in, the task is the creation of an online solution to…… [Read More]


Boyatzis, R., Goleman, D., & McKee, A. (2002). Primal leadership. Boston: Harvard Business

School Press.

Koestenbaum, P. (2002). Leadership: The Inner Side of Greatness, A Philosophy for Leaders 2nd Edition. New York: Wiley, John & Sons, Incorporated
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Changes That Occur as a Result of a Merger

Words: 1607 Length: 5 Pages Document Type: Essay Paper #: 64026178

Change esistance

Human beings are by nature change-resistant and particularly within an organizational context there is anxiety about change, given fears of job losses or simply being unable to adapt. It is essential to convince change agents of the need and urgency for change and also of the congruency of the change with the evolving vision for the company.

Vision statement

A "vision statement should have four elements: a customer orientation, employee focus, organizational competencies, and standards of excellence" ("Changing the game," 2015:3). The change should be demonstrated to enhance all of the organization's capacities, not simply improve its bottom line in the short-term. Having an effective vision statement is necessary for effective change. The Lewin Model of organizational change stresses the need for a three-part adaptation process called unfreezing, changing, and refreezing. In other words, the organization must be temporarily destabilized or unfrozen before it returns to a new…… [Read More]


DiMaggio, M. (2009). The top 10 best (and worst) corporate mergers of all time... or, the good, the bad, and the ugly. Rasmussen. Retrieved from:

McClure, B. (2015). Mergers and acquisitions: Why they can fail. Investopedia. Retrieved from:
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Coping With Organizational Change a

Words: 3024 Length: 10 Pages Document Type: Essay Paper #: 57578537

These are the two most powerful factors that anchor the Force Field Model analysis of the enterprise software industry. With the driving and restraining forces in continual interaction and at times conflict, productivity shifts drastically across the continuums of industries based on the impact of driving and restraining forces (Paquin, Koplyay, 2007).

Cincom is being affected by the disruptive driving forces of CAPEX and OPEX most severely as competitors are quick to create a competitive advantage for themselves by seizing these areas and exploiting them in the market. CAPEX and OPEX are driving such a high rate of disruptive innovation and transformation change that it is in turn disrupting cultures of companies and reordering stakeholder dynamics as well (Koslowski, Struker, 2011). The political and technological forces are also driven by these economic ones, with the restraining forces of the Force Field Model applied to enterprise software being led by CIOs…… [Read More]


Armenakis, a.A. & Harris, S.G. 2002, "Crafting a change message to create transformational readiness," Journal of Organizational Change Management, vol. 15, no. 2, pp. 169-183.

Boga, I. & Ensari, N. 2009, "The Role of Transformational Leadership and Organizational Change on Perceived Organizational Success," the Psychologist Manager Journal, vol. 12, no. 4, pp. 235.

Bordum, a. 2010, "The strategic balance in a change management perspective," Society and Business Review, vol. 5, no. 3, pp. 245-258.

Brown, a.D. 1994, "Transformational leadership in tackling change," Journal of General Management, vol. 19, no. 4, pp. 1-1.
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Organizational Change Anywhere Is Never Easy in

Words: 2563 Length: 8 Pages Document Type: Essay Paper #: 54430412

Organizational Change

Change anywhere is never easy, in fact most people in an organization usually have a difficult adjustment when it comes to that. However, it is a process that cannot be avoided, it must happen. An organization may have no other choice but to change. hen this occurs, it is important to make sure that the employees are all on the same page and that this change is good and scary at the same time. There are so many various reasons for an organization to change, for instance a sudden change of the financial climate or the arising threat of competition. Through getting a good understanding of the procedure and theory of organizational change, an organization such as the Fairfax Media Group can manage change in the best conceivable way.

In Jennifer M. George's and Gareth R. Jones book, Contemporary Management, organizational change is well-defined as "the crusade of…… [Read More]

Works Cited

Fisher, D.R. (2000). Global and domestic actors within the global climate change regime: Toward a theory of the global environmental system. Journal of Organizational Change Management, 17(3), 221-234.

Ford, R. (2004). Organizational learning, change and power: Toward a practice-theory framework. The Learning Organization,, 13(5).

Macri, D.M., Tagliaventi, M.R., & Bertolotti, F. (2002). A grounded theory for resistance to change in a small organization. Journal of Organizational Change Management, 15(3), 292-310.

Nelson, L. (2005). A case study in organisational change: Implications for theory. The Learning Organization, 12(3), 18-30.
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Facilitating Organizational Change in Organizations Change Is

Words: 3610 Length: 10 Pages Document Type: Essay Paper #: 99157494

Facilitating Organizational Change

Change in Organizations

Change is often resisted at both the individual and organizational levels despite the potential for positive outcomes. The reasons for this are varied and the process of identifying them can be difficult. obbins and Judge (2010) note that most organizations have developed practices and procedures over an extended period and being based on behaviors to which employees are strongly committed are by and large stable. In order for an organization to keep up in an ever evolving world it must learn and change accordingly. This paper examines the characteristics of a learning organization, barriers to change, and some of the elements that must be present in order to bring about organizational change.

Characteristics of a Learning Organization

A "big picture" organizational point-of-view, a supportive organizational culture and a common understanding and agreement of organizational goals are elements necessary for the creation and maintenance of…… [Read More]


Brandt, R.S. (1998). Powerful learning. Alexandria, VA: Association for Supervision and Curriculum Development (ASCD).

DuFour, R. (2004, May). What is a "professional learning community"? Educational leadership. Retrieved June 3, 2012, from

Harman, W.W. (2001, Autumn). Two contrasting concepts of participatory leadership. Theory into practice. Vol. 20, No. 4, 225-228. Retrieved June 3, 2012, from

Heathfield, S.M. (2011). How to change your organizational culture: Organizational culture change. Hunan Resources Retrieved June 2, 2012, from
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Employee Resistance in the Economy Today Change

Words: 1945 Length: 6 Pages Document Type: Essay Paper #: 16721301

Employee esistance

In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that…… [Read More]


Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization. 

Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from  

Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from
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Understanding and Coping With Change

Words: 1276 Length: 4 Pages Document Type: Essay Paper #: 40546041

Coping with Change

In many cases, change is a daunting prospect. Although the world effectively exists in a continuous state of change, alterations to people's daily lives -- particularly as related to their families or to their workplace environments -- can frequently generate resistance from the individuals most affected. Still, there are other times in which change is desired and readily embraced. Therefore, it is necessary to analyze a host of both intrinsic and extrinsic factors that are responsible for producing resistance to change in people, in order to better understand this phenomenon and to ultimately cope with it.

External resistance to change stems from a number of factors, particularly in an organization or workplace environment. One of the most readily identifiable of these is lack of trust in management (Pasubathy, 2010, p. ). Quite simply, there are numerous situations in which people are not consulted about change, and it…… [Read More]


Bolognese, A.F. (2014). Employee resistance to organizational change. Retrieved from 

Pasubathy, G. (2010). Factors influencing resistance to change among employees. Universiti Utara Malaysia. Retrieved from

Wember, T. (2013). "Kotter's 8-step change model." Retrieved from
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Managing Changing Managing Change Reflect Critically Personal

Words: 2703 Length: 8 Pages Document Type: Essay Paper #: 92211068

Managing Changing

Managing Change

reflect critically personal perspective philosophy managing change changed ( ) semester Drawing learning experiences semester (group case study, relevant change management theory, reflections relevant personal experiences organisational change), reflect critically personal perspective philosophy managing change changed ( ) semester.

Managing change

The world we are living in is always changing. The nature of the business world today is very different than the way it was decades ago. Change is inevitable. This is because, as people are always faced with new problems and as such, come up with new ways of doing things in order to better their lives. The people therefore come up with new technologies to meet this needs. For an organization to remain relevant, it must be flexible enough to change with the changing times. Resisting to the wind of change will make the organization obsolete and lead to their collapsing Zilwa, 2010.

Nevertheless,…… [Read More]

SINGH, M. & WADDELL, D. 2004. E-business innovation and change management, Hershey, Idea Group Publ.

WILLIAMS, A.P.O., DONBSON, P. & WOODWARD, S. 2002. Managing change successfully: using theory and experience to implement change, London, Thomson.

ZILWA, D.D. 2010. Academic units in a complex, changing world adaptation and resistance, Dordrecht, Springer.
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Dealing Effectively With Organizational Change

Words: 8797 Length: 20 Pages Document Type: Essay Paper #: 50486495

Factors that affect an organization's capacity and willingness to change need to be examined and exploited. Organizational culture, which is a set of shared values and assumptions that are followed by the members of an organization, plays an important role in affecting the attitude of an organization to change. If an organizational history has been unwelcome to change in the past, it is highly unlikely that an organization will be willing to accept change in the future. Sometimes, core competency can assist in the process of change (Porter, 1980).

Lastly, at the individual level, the process of change is completed when it is implemented within a company. The task of the general manager then becomes of envisioning the future of the change and of facilitating cooperation among the workforce. He is also responsible for implementing change at various levels of production, development and distribution. In particular, what needs to be…… [Read More]


Saunders, M., Lewis, P. And Thornhill, A (2003). Research methods for business students. 3rd Ed. London: Prentice Hall.

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Organizational Change in the Public Sector This

Words: 6104 Length: 20 Pages Document Type: Essay Paper #: 9103024

Organizational Change in the Public Sector

This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major step in transforming public organizations. This proposal further hypothesis that establishment of long-term and productivity advantages are crucial throughout the organization.


Research Questions



Factor 1: Need for change

Factor 2: implement a Plan for change

Factor 3: create political internal environment for Change

Factor 4: Support and Commitment from managers

Factor 5: enhancing External Support

Factor 6: Provide Resources for change

Factor 7: establish Change

Factor 8: ascertain comprehensive Change

Determinants of implementing…… [Read More]


Abramson, Mark A., and Paul R .Lawrence .2001. The Challenge of Transforming

Administration and its influence on organizational change. Management Decision,

50(10), 1843-1860, Review 62: 555-67.

Armenakis, Achilles A ., and Arthur G .Bedeian .1999 .Organizational Change: A Review of Associates.
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Organization Change Leveraging Power and Influence in Change Management

Words: 6001 Length: 20 Pages Document Type: Essay Paper #: 75714024

Organization Change - Leveraging Power & Influence in Change Management

Leveraging Power & Influence in Change Management

Change is the only inevitable factor within any organization in the contemporary society. The changes that take place in line with the Human esources as well as the technology are so rapid that to stay relevant, each organization must of necessity keep up-to-date with the changes that are relevant to the organization. However, to have effective change, amid all the challenges that come with the attempt to effect change, there must be leadership that leverages power and is in a position to influence change and manage it to the conclusive end. It should be noted that change is not a destination but a continuous process, hence change management must also be continuous and not static. Changes in organizations take place all the time and each and every day which in most cases are…… [Read More]


Agguire D., (2013). Culture's Role in Enabling Organizational ChangeSurvey Ties

Transformation Success to Deft Handling of Cultural Issues. Retrieved February 23, 2014 from

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Managing Human Resources Change and Conflict Are

Words: 2759 Length: 8 Pages Document Type: Essay Paper #: 9037122

Managing Human esources

Change and conflict are some of the manager's current challenges. This thesis tries to inquire into the change processes and managers response to conflicts that arise as a result of change resistance. The manifestation of conflict and the impact of conflict are also discussed. The thesis also looks into the different theories formulated to explain change process and their relationship to conflict management. Also covered is the way decision makers can mitigate conflict and bring sanity in their organizations.

Today's managers are faced with the trade off between change and conflict. Change has become an irresistible part of organization and managers must therefore come up withy strategies and policies of managing change in an order to reduce conflict that may hinder the performance and also to reduce performance gap.


Conflict is bound to occur when different individuals have different perception, opinion, ideas and thought. Change and…… [Read More]


Knudsen T.(2003).Human Capital Management: New Possibilities in People Management. Journal of Business Ethics, 21(2),42-45.

Humphreys, M. (2005). Natural Resources, Conflict, and Conflict Resolution: Uncovering the Mechanisms. The Journal of Conflict Resolution, 49 (4), 23-36.

Kindler, H.S. (2005). Conflict Management: Resolving Disagreements in the Workplace. London: Thomson/Course Technology.

Kotter, J. (1995, march-april). Leading Change:Why Transformation Efforts Fail. Havard Business School Review, 59-67.
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Kotler's Theory for Change

Words: 1523 Length: 4 Pages Document Type: Essay Paper #: 85196802

Coping Change, people embrace concept. We, part, creatures habit follow daily routines. When change occurs, activities thought patterns disrupted. Describe a situation resistant change identified areas: a.

One of the most well-known quotes from Ancient Greece belongs to Heraclitus who said the "Nothing is constant in life but change." People have a natural tendency to resist change as a means of self-preservation and regard it as having most often a negative impact on one's existence. This is particularly true in changes that occur in the professional life or the personal / emotional environment.

Experience has proven that change always opens a new direction in life and a new path to follow. However, there are situations in which all people do not embrace change and their reluctance in fact represents their most important shortfall. I noticed this several months ago at the workplace, when a new informational system was decided to…… [Read More]


Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

Flexstudy. (n.d.) "Training for a changing workplace" in Complete training course for Managers, available online at

Penn University. (2008) "Adapting to change at work. Effectively Navigating the Turmoil of Organizational Changes through Adaptation" in Management Resources. Penn Behavioral Health, available online at

Time for (2014) "Kotter's theory of change." available online at
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Leading Organizational Change for Results

Words: 2327 Length: 8 Pages Document Type: Essay Paper #: 27619459

The open communication and team objectives will make the COA team realize high energy, renewed commitment to the change process, and openness. In this stage, the FHA team has adopted the change, and requires leadership to sustain the drive. At this stage, an effective leadership style to maintain the drive to change is the management by objectives (Bridges & Bridges, 2009). This leadership style drives people to connect to the objectives of the change process and to the change plan. I would also motivate the team by recognizing the effort in the change process to avoid complacency.

Key Elements in the Leadership Organizational Change Process

Smart Power

The leadership model created in the change process was accentuated with smart-power or the model of visionary leadership. In this model, organizational and project team communication was achieved by adopting the principals of strategic control, balance of constraint and creativity, transfer of information,…… [Read More]


Bridges, W. & Bridges, S. (2009). Managing Transitions: Making the Most of Change. 3rd ed., Da Capo Lifelong Books.

Kondalkar, V.G. (2010). Organization Effectiveness and Change Management. PHI Learning.

Martini, P.H. (2008). Toward an Integrated Model of Visionary Leadership: A Multilevel Study. Regent University, Proquest, AAT 3340923.

Nieuwenhuizen, C. & Rossouw, D. (2008). Business Management: A Contemporary Approach. Cape Town, South Africa; Juta & Co.
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Issues in Change Management

Words: 977 Length: 2 Pages Document Type: Essay Paper #: 35537451


Change Management for WalMart

The commercial environment in which firms compete is forever changing. Internal and external forces stimulate a need for change; firms that fail to change and adapt are likely to stagnate and suffer as a result of their resistance to change. The aim of this paper is to look at an organization which needs to change, considering what change is needed, the lifecycle of change, including consideration of continuous and discontinuous change, and different types of change agents.

The Need for Change at WalMart

WalMart is the largest retailer in the U.S.; it is also the largest private employer with an estimated 1.3 million employees (, 2014). The firm places a high level of reliance in the employees, but despite this the firm appears to have ongoing problems with its employee relations; the firm is regularly accused of discrimination, excessively low wages, and unfair practices (Halkias,…… [Read More]


Buchanan, D; Huczynski, A, (2010) Organizational Behavior, Harlow, FT/Prentice Hall

Caldwell Raymond, (2003), Models of Change Agency: a Fourfold Classification, British Journal of Management, 14 131-132

Halkias, M, (2014, April 1), Appeals court allows former Wal-Mart employee's gender bias lawsuit to proceed, Dallas News, accessed at  on 20th June 2014

Kotter JP, (1996), Leading Change, Harvard Business Press
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Leadership and Change Management

Words: 7618 Length: 23 Pages Document Type: Essay Paper #: 31773784

Leadership and Change Management

Consider a change that has been recently introduced in your organization. Using relevant change and leadership theories, critically analyze the benefits and problems that introduction of this change has brought. TO WHAT EXTENT HAS LEADERSHIP CONTRIUTED TO THE RESULTS OF THIS PROCESS?

RasgGas is a joint venture gas company between Qatar Petroleum, the State of Qatar's national oil and gas company (majority stakeholder), and ExxonMobil, an American Integrated Oil and Gas company. The company is about fifteen years old and has been involved in all aspect of exploration, development, production, liquefaction and marketing of gas from the North Field. RasGas is a major contributor to the State of Qatar's worldwide leadership in the production and marketing of Liquefied Natural Gas (LNG) export. The company has utilized technologies to drill high capacity gas well and build the largest and most efficient liquefaction trains in the world. These…… [Read More]


Brisson-Banks, C.V. 2010. "Managing Change and Transitions: A Comparison of Different Models and the Commonalities." Library Management, Vol. 31, No. 4/5, pp.241-52.

Brown, A.D. 1994. "Implementing MRPII: Leadership Rites and Cognitive Change." Logistics Informational Management, Vol. 7, No. 2, pp. 6-11.

Drew, S. And C. Coulson-Thomas 1996. "Transformation through Teamwork: The Path to the New Organization?" Managerial Decision, Vol. 34, No. 1, pp. 7-17.

Eisenbach, R. et al. 1999. "Transformational Leadership in the Context of Organizational Change." Journal of Organizational Change Management, Vol. 12, No. 2, pp. 80-88.
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Experience of Change Management

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 77127819


Personal Reflection on a Managing Change

Change in any organization can be challenging, especially when there is resistance to change by employees. Effective management may help the change to be accepted and embraced and increase the potential for success (Buchanan & Huczynski, 2010). Many cases regarding change look at major changes, where there is significant disruption, but even small changes can be unsettling for employees and cause resistance. In the case used in the paper, the change was simple; a change in the shift patterns at a work place. The employer wanted to increase the coverage by existing employees by staggering work start times. Some employees would start up to 2 hours earlier and finish earlier, others would start later and finish later, the system was designed on a rota basis, with sufficient flexibility available for any employees that had special circumstances. As a manager, the resistance to this…… [Read More]

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Leading Organizational Change in America's

Words: 3912 Length: 10 Pages Document Type: Essay Paper #: 22525671

When the perceived role and the expected role are incongruent, conflict can occur both between the leader and his followers, and within himself. This can result in a slowdown in production, a lowering of morale and resistance to changes that the leader may be trying to implement (obbins & Judge, 2007).

According to Shafritz & Ott (2005) an organization is essentially a tool that people use to coordinate their actions as a means of achieving their goals. Often, the attainment of these goals requires some form of negotiation. Negotiating conflict is the area of leadership communication that can be the most problematic because if matters are not handled correctly, the conflicts can escalate until they are no longer under control. Leaders who are not attentive to their employees' needs and desires are not very likely to have a happy and productive workforce (Shafritz & Ott, 2005). Thus communication is ultimately…… [Read More]


Bass, B.M. (1985). Leadership and performance beyond expectation. New York: Free Press.

Bass, B.M., and Avolio, B.J. (1994). Shatter the glass ceiling: Women may make better managers. Human Resource Management, 33, 549-560.

Billsberry, J., (2009). Discovering leadership, Basingstoke, Palgrave OU Press.

Bisel, R.S., Ford, D.J., & Keyton, J. (2007). Unobtrusive control in a leadership organization: Integrating control and resistance. Western Journal of Communication, 71, 136 -- 158.
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Organizational Change Change Implementation Within an Organization

Words: 1641 Length: 5 Pages Document Type: Essay Paper #: 93730516

Organizational Change

"Change implementation within an organization can…be conceptualized as an exercise in social influence, defined as the alteration or an attitude or behavior by one actor in response to another actor's actions… [and] one important dimension along which they vary is the extent to which they break with existing institutions in a field of activity…" (Battilana, et al., 2012).

hen companies need to make major changes -- do to the emerging trends in the marketplace, new products being produced, or simply because the old ways are not profitable anymore -- how do they go about it and how do they deal with employees' resistance to change? This is one of the most common problems that organizations face, and there are reasonable answers as to why they face those problems. This paper points out the need for change and the resistance to change. There are also solutions to resistance to…… [Read More]

Works Cited

Battilana, J. And Casciaro, T. (2012). Change Agents, Networks, and Institutions: A

Contingency Theory of Organizational Change. Academy of Management Journal, 55(2),


Denning, Steve. (2011). How Do You Change An Organizational Culture? Forbes. Retrieved June 30, 2013, from  .
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Episodic Change and Under What Circumstances Does

Words: 870 Length: 3 Pages Document Type: Essay Paper #: 41740576

episodic" change, and under what circumstances does it occur?

Episodic change is when there is a single, discrete change event. This may occur with something like a merger, the creation of a product or service, or a shift in organizational procedures (such as the introduction of a new computer system). Change is occurring all of the time in the modern business environment, of course, but continuous change processes tend to be more subtle and less apt to promote active resistance to change vs. episodic change, which forces people to change ingrained habits very quickly.

What are some of the individual and/or group tactics used when resisting organizational change?

Some negative forms of resisting change include justifying 'digging in one's heels' via protecting one's turf (hiding personal resistance under the cover it is for the 'good of the organization); justifying resistance as protecting group rather than individual interests in a selfless…… [Read More]

Research shows, for example, that when a smoker is told to stop smoking his or her typical reaction is either to continue as usual or increase the rate. Brehm's (1966) theory is that when people believe themselves free to behave in a certain way, they will experience psychological reactance (that is, they will resist) if that freedom is threatened or eliminated. The degree of ease and success with which an organization change is introduced is therefore directly proportional to the amount of choice that people feel they have in determining and implementing the change.

It is also important to and useful to consider the kind of resistance that is being manifested. One should determine whether the resistance is blind, political, or ideological:

Blind Resistance. Some people, no doubt a small minority, are simply afraid and intolerant of change - any change. Two kinds of response may be useful here. One is to provide as much reassurance as possible: moving into something unknown is always discomforting, at least for a while, but things rarely turn out as dire as we imagine. Second, allow time to pass. Some people in this category merely need time to get used to the new idea; it
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Communicating and Implementing Change at Toyota Company

Words: 1265 Length: 4 Pages Document Type: Essay Paper #: 71341892

Communication and esistance to Change

easons for resistance to change

It is challenging for Toyota Corporation to avoid change because new ideas promote growth for the organization and its members. There are various reasons for the suggested changes like the acquisition of new technology, decreases or increases in funding, new staff roles new goals, vision or missions and to reach new clients. Though changes could create new opportunities, they are often met with criticism from resistant employees within the organization. Various factors are associated with resistance in an organization chief among them poor communication, the existing support systems, and low tolerance for others (Mattiske, 2012).

Poor communication contributes a lot to employees' tendency to resist change. At Toyota, changes start with key decision makers. They must pass the details to other staff members and ensure all complaints and questions are dealt with before changes go into effect. Sadly, as news…… [Read More]


Anderson, D. & Anderson A. L. (2010). Beyond Change Management: How to Achieve Breakthrough Results Through Conscious Change Leadership. New York: John Wiley & Sons

Hellriegel, D. & Slocum J. (2008). Organizational Behavior. New York: Cengage Learning

Letavec, C. (2014). Strategic Benefits Realization: Optimizing Value through Programs, Portfolios and Organizational Change Management. New York: J. Ross Publishing

Mattiske, C. (2012). Managing Organizational Change. New York: AudioInk
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Managing Change and USAA the

Words: 870 Length: 3 Pages Document Type: Essay Paper #: 62302651

The success of in the CR marketplace underscores how technology specifically designed to address users' unmet needs to become more productive yet not constrained by technology is a case in point. Technology that enables higher productivity and meets needs yet does not restrict users' flexibility in managing their work how they want succeeds.

anagerial Challenges and Responsibilities for Rapid Change anagement

When rapid organizational change is attempted, managers need to confront and often deal with internal organizational cultures, which are often impediments to rapid change. For any manager involved in rapid change, the challenge of slightly modifying an organizations' culture can be daunting. For USAA, as the organization is already adopting a process-centric view of change and working to integrate systems so that employees will be better able to serve customers, the habit of change, so to speak, is beginning to set in. Yet in many organizational cultures, the…… [Read More]

Managerial Expertise require to make Change Management Strategies Work

Countering resistance to change that starts with fear of the future takes nothing less than a leader who is passionate about making change part of the company's culture. Leadership behaviors to initiate and sustain the momentum of transforming it initiatives into high value and lasting business strategies is never a one-and-done proposition for any leader. It must be a constant passion to bring change into a company if any leader is going to be successful. Aguirre, Calderone, Jones (2004) argue that the CEO and senior management team must band together and have a consistent and strong show of support for any strategy to be successful.

Combined with a strong sense of purpose that drive a passion for change, managers need to transform themselves into leaders and also have exceptional grasp of BPR and BPM approaches to ensure both the processes re-defined and
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Manage Organizational Change

Words: 1634 Length: 4 Pages Document Type: Essay Paper #: 13826161

Managing Organizational Change

Queensland Leisure Goods (QLG)

This is a family owned business that has thrived on the quality that they provide, the bond with the employees and the reliable culture that they have developed with the suppliers over a long period of time. There are, however some factors that have come in place hence influencing the need for change in the mode of operations within the business and these will form the basis of this paper as depicted in the case study.

SWOT and PEST analysis

The SWOT analysis will help understand better the internal factors affecting the business and the PEST analysis highlights the external factors that shape the direction of the business.


Strengths- QLG has the advantage of many years of experience in the industry, the good name of being a producer of quality goods as well as having a good rapport with the employees so…… [Read More]


Kotter International (2012). The 8-Step Process for Leading Change. Retrieved February 6, 2014 from

Miranda B., (2013). What Causes Resistance to Change within an Organization. Retrieved February 6, 2014 from
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Theories of Organizational Change

Words: 830 Length: 2 Pages Document Type: Essay Paper #: 96770833

Organizational Change

There are many organizations that use strategic planning to implement change in their services so that the facility runs in a more effective manner. Thus, the overall responsibility of healthcare providers is to offer the best level of care to their patients. For those organizations that follow the plan process, they have had solid outcomes with staff and patient feedback. During my period of research, I generally noticed that many healthcare providers shared the same mission, which was to serve patients with the highest quality care through performance measurements and improvement processes. The ways in which the effectiveness of organizational change will be determined once implemented is through a strong and thorough understanding of roles and positions. This can be achieved through deadlines and guidelines being set so that the protocol is followed in all aspects through measurement. Measurement offer the ability to gather quantitative values to subjective…… [Read More]


Battilana, J., & Casciaro, T. (2014). Change Agents, Networks, and Institutions: A Contingency Theory. Academy of Management Journal , 1-21.

Buchanon, D. (2013). Illusions and Delusions in the Organizational Change Process. Journal of Critical Postmodern Organizational Science, 7-15.

Oreg, S. (2011). Change Recipients' Reactions to Organizational Change. Journal of Applied Behavioral Science, 461-524.

Thomas, R., & Hardy, C. (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 322-331.
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Organizational Change While Change Can

Words: 1710 Length: 5 Pages Document Type: Essay Paper #: 59527848

Furthermore, the change leader should have developed a more universal approach, showing how it would benefit all departments and be the correct fiscal procedure as well, thereby including all member of the organization as a team.. (Patterson, Grenny, Maxfield, McMillan & Switzler, 2008) by including more of the directors in on her original thinking she would have been able to develop more support before going in front of the management team. She lacked a more encompassing vision. This would have helped get the project moving more quickly and would have had everyone engaged in the action. This would have had more directors proactive and positive when discussing it with their staff, going a long way towards outweighing the resistance to change.


Brenneman, G. (1998). ight away and all at once. Harvard Business eview, 76;(5), 162-173.

Demings, W.E. (2005.). The w. edwards demings instate.

etrieved on September 17, 2005

Hirschhorn,…… [Read More]


Brenneman, G. (1998). Right away and all at once. Harvard Business Review, 76;(5), 162-173.

Demings, W.E. (2005.). The w. edwards demings instate.

Retrieved on September 17, 2005

Hirschhorn, L. (2002). Campaigning for change. Harvard Business Review, 80(7), p98-104
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Influence of Technology on Organizational Change and Growth

Words: 1256 Length: 4 Pages Document Type: Essay Paper #: 65564723

Organizational Change and Growth Through Technology:

In the past few years, information technology is a concept that has attracted huge attention from various sectors in the society including the academic field and business world. This huge attention is attributed to the fact that information technology has revolutionized communication and business processes. In the business world, the concept has generated considerable interest because of its organizational impact. The impact of information technology on organizational changes and labor productivity has attracted considerable attention that has contributed to extensive research on this issue. Given the pervasiveness of information technology in the modern world, it has become a major theme that drives organizational change and growth in relation to its link to factors of production.

Changes in the Business World:

According to Bridges (2009), change is a process that is situational and takes place without people transitioning (p.3). In essence, while change is regarded…… [Read More]


Bridges, W. (2009). Managing transitions: making the most of change (3rd ed.). Chestnut Street,

PA: Da Capo Press.

Gagnon, Y. & Gagnon, J. (2010). The Impact of Technology on Organizational Performance.

Optimum, The Journal of Public Sector Management, 28(1), 19-31.
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Organizational Change HR Management

Words: 879 Length: 2 Pages Document Type: Essay Paper #: 88222785

H Management: Organizational Change

Why is organizational change so difficult? What is the role of the H specialist in the change process?

There is no question that change is often difficult for organizations. As a matter of fact, change efforts are often times met with large-scale resistance from staff and employees, the reason being that humans are naturally resistant to change. This inclination to resist change stems from the idea that change brings about some kind of disruption in one's normal equilibrium and way of doing things, creating some form of uncertainty and a sense of insecurity. According to Harvey and Broyles (2010), humans survive largely by predicting their environments and adjusting themselves accordingly; change impedes on this predicting ability and creates a wave of uncertainty as to how exactly one ought to act to fit in the new environment. We can consider, for a moment, a scenario whereby a…… [Read More]


Harvey, T.R. & Broyles, E.A. (2010). Resistance to Change: A Guide to Harnessing its Positive Power. Lanham, MA: Rowman & Littlefield Publishers.

SHRM. (2013). SHRM Workplace Forecast: The Top Workplace Trends according to HR Specialists. Society for Human Resource Management (SHRM). Retrieved 9 October 2014 from
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Human Resources Change Management Change Management Involves

Words: 970 Length: 3 Pages Document Type: Essay Paper #: 17495967

Human esources

Change Management

Change management involves thoughtful planning and sensitive implementation, and above all, discussion with, and involvement of, the people affected by the changes. If a company forces change on people in general problems will arise. Change must be sensible, achievable and quantifiable. Change should not be done for the sake of change. It should be used as an approach to accomplish some overall goal. Usually organizational change is provoked by some major outside driving force. Characteristically, organizations must start organization-wide change in order to evolve to a different level in their life cycle (Change Management, 2011).

Typically there are strong resistances to change. People are usually afraid of the unknown. A lot of people think things are already just fine and don't understand the need for change. Many are intrinsically cynical about change. Many doubt there are effective means to complete major organizational change. Often there are…… [Read More]


Change Management. (2011). Retreived from 

Cosack, S., Guthridge, M. & Lawson, E. (2010). Retaining key employees in times of change.

Retreived from