Managing Resistance to Change
MANAGING RESISTANCE TO CHANGE
EXECUTIVE SUMMARY As it goes in the popular saying, “There is nothing permanent in this world except change.” In any organization, change is inevitable! This 6-letter word will determine the organization’s direction; either to success or leads to failure. For any organization going through this process, resistance to change will be the very first problem that the Change Manager will have to address and come up with systematic planning and solutions. That’s why it’s very important to understand and learn the different issues associated with resistance to change such as: low employee morale, low productivity, absenteeism and other issues associated with it resulting to change project delays or objectives missed and high employee turnovers. Through this report, yours truly will conduct a thorough analysis to address the different issues associated with resistance to change and come up with answer to the following questions: Why employees are resistant to change? Why employees stay? Why employees leave? How to motivate employees to work and accept the change initiatives? What are the negative effects of employee’s resistant to change? How to handle employees who doesn’t want to change? What are different steps to implement in order to solve this resistance to change? Also, I’m using our case study on Accent Systems Technology Inc. as one of the case examples. To successfully answer the above questions, I will look into the different change diagnostic models (McKinsey’s 7S Framework, Weisbord’s Six Box Organizational Model and Star Model), change theories (Kotter’s Eight-Step Model, Lewin’s Three-Step Change Theory and Lippitt’s Phases of Change Theory) and the different theories of motivation (Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory and McGregor’s Theory X & Theory Y and Vroom’s “Expectancy Theory). At the end, I will provide solutions and recommendations to effectively implement the change initiative project.
EXECUTIVE SUMMARY As it goes in the popular saying, “There is nothing permanent in this world except change.” In any organization, change is inevitable! This 6-letter word will determine the organization’s direction; either to success or leads to failure. For any organization going through this process, resistance to change will be the very first problem that the Change Manager will have to address and come up with systematic planning and solutions. That’s why it’s very important to understand and learn the different issues associated with resistance to change such as: low employee morale, low productivity, absenteeism and other issues associated with it resulting to change project delays or objectives missed and high employee turnovers. Through this report, yours truly will conduct a thorough analysis to address the different issues associated with resistance to change and come up with answer to the following questions: Why employees are resistant to change? Why employees stay? Why employees leave? How to motivate employees to work and accept the change initiatives? What are the negative effects of employee’s resistant to change? How to handle employees who doesn’t want to change? What are different steps to implement in order to solve this resistance to change? Also, I’m using our case study on Accent Systems Technology Inc. as one of the case examples. To successfully answer the above questions, I will look into the different change diagnostic models (McKinsey’s 7S Framework, Weisbord’s Six Box Organizational Model and Star Model), change theories (Kotter’s Eight-Step Model, Lewin’s Three-Step Change Theory and Lippitt’s Phases of Change Theory) and the different theories of motivation (Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory and McGregor’s Theory X & Theory Y and Vroom’s “Expectancy Theory). At the end, I will provide solutions and recommendations to effectively implement the change initiative project.