Ansoff Matrix of Nintendo

Barriers to ChangeIndividual and Organisational Barriers to Change Obama | IYou must be the change you want to see in the world “Despite the potential positive outcomes, change is often resisted at both the individual and the organisational level” (Mullins, 99) It is in human nature to resist change. "We resist change. We choose to keep our habits, rather the comfort of our habits" (Dr. Claude Brodeur PhD, http://members.tripod.com/zenol/humanism.html). Change and the phenomenon of it, is fundamental to evolution; and yet it implies some sort of resistance. Resistance to change can take various forms and the task of filtering out the cause of resistance can often be difficult. Examples include change in work processes where the needs, expectations, and concerns of individuals are ignored. Change and resistance to it forms a knock-on-effect to both the construction and destruction of any organisation. Fear is one of the major forms of resistance to change and I shall discuss this in depth at a later stage. Alas resistance to change can be categorised to the organisational level and the individual level. It is these two separate levels which I shall discuss further exploring what steps may be taken to overcome resistance at both the organisational and individual level. The Organisational Barriers to Change There are a number of barriers to change at the organisational level that, need to be addressed to allow change to be implemented with the least amount of resistance. These include: Financial and Environmental Lack of working capital in an organisation can prevent it from introducing change that is necessary to stay ahead of competitors or merely survive as a business. The lack of finance could be due to a variety of factors. Lack of Resources and Bad Resource Allocation Lack of resources is an onset of financial and/or environmental issues as discussed in the above paragraph. Bad resource allocation, occur when managers make bad decisions

References: Webster 's New Collegiate Dictionary Laurie J Mullins (2002), Management And Organisational Behaviour (Sixth Edition), Pearson Education Limited Pages 812 to 830 Internet: Dr. Claude Brodeur PhD, http://members.tripod.com/zenol/humanism.html Mahatma Gandhi, http://www.performance-first.co.uk/organisation/orgmain.htm Maslow 's Hierarchy of Needs, http://www.insightmc.com/insightmc_surveys2.htm Twelve Principles from Managing Change, http://www.lynco.com/12prin.html |   | Comments (5) Informative article..helped me in assignmentSangeeta  |  15/02/2011 20:09:00 it was very useful for my article where i am wirting about organizational changesalam hmood  |  18/03/2012 15:45:00 I foundthis whole article very useful as it has helped me with my current assignment Leadership and Change ManagementLorna Hetherington  |  14/05/2012 18:18:00 Very informative article. Has aided me in writing about organizational change.Magnate Frank  |  12/06/2012 15:00:00 Excellent article. Keep up the great work.Inder Pahwa  |  06/09/2012 11:59:00   Post a new comment Top of Form   Name: | | E-mail: | | URL: | |   | I do not spam | I do not spam, your email will not be displayed. | |   |   | Comment: |   |   |   |   | Code:   | Code |   | | Enter Code Here:   | |   |   | | |   |   | | | Bottom of Form | Recent Articles and Case Studies |  >  | Public Speaking and formal presentation advice using the Rob Abdul P.A.R.K Method |  >  | MRP Manufacturing Requirements Planning |  >  | Change Management in British Telecom BT Since Privatisation | |  >  | Application Development Using XML, DTD, XSL, Case Study