OD CASE
Assuming there is resistance to a change effort in the case, identify and explain restraining forces that could block implementation of a change effort.
Restraining forces are factors that impede a change in an organization. Restraining forces that could potentially impede the change effort were threat to security, self-interest, lack of trust, internal and external politics and poor communication.
Threat to security
Change resulting in a disadvantage to an individual employee or group tends to facilitate a resistance to change that threatens the security of their environment (Harvey & Brown, 2001). When a change is impending, employees may develop a fear of losing their jobs, reduced wages or benefits, change in career opportunities and reduced promotional potential. As highlighted in the case employees were afraid to report to management about the allegations regarding Chuck Johnson; due to the relationship between Ted Ellis and Chuck Johnson. Such situations may evoke a fear of loss of security and result in resistance to change.
Self Interest
It’s an innate characteristic to act in favour of one’s self or personal interest. Egos may interfere with the ability to adapt to change (Slideshare.net, 2012). Some employees may want to maintain their internal status quo or others may be motivated differently. Based on the Sundale Club, it was quite evident that Alice Smith was acting in her own interest and was fearful of losing her job if done the right thing. According to (Slideshare.net, 2012), employees acting in their own interest, instead of the organizations greater good, will resist change.
Lack of trust
Trust is a very vital component when running an organization (Slideshare.net, 2012). When employees lack trust in key decision makers or organizational members, it becomes difficult for them to accept organizational changes (Slideshare.net, 2012). Employees may impede the change due to some negative underlying reason or fear of losing their jobs. As
Restraining forces are factors that impede a change in an organization. Restraining forces that could potentially impede the change effort were threat to security, self-interest, lack of trust, internal and external politics and poor communication.
Threat to security
Change resulting in a disadvantage to an individual employee or group tends to facilitate a resistance to change that threatens the security of their environment (Harvey & Brown, 2001). When a change is impending, employees may develop a fear of losing their jobs, reduced wages or benefits, change in career opportunities and reduced promotional potential. As highlighted in the case employees were afraid to report to management about the allegations regarding Chuck Johnson; due to the relationship between Ted Ellis and Chuck Johnson. Such situations may evoke a fear of loss of security and result in resistance to change.
Self Interest
It’s an innate characteristic to act in favour of one’s self or personal interest. Egos may interfere with the ability to adapt to change (Slideshare.net, 2012). Some employees may want to maintain their internal status quo or others may be motivated differently. Based on the Sundale Club, it was quite evident that Alice Smith was acting in her own interest and was fearful of losing her job if done the right thing. According to (Slideshare.net, 2012), employees acting in their own interest, instead of the organizations greater good, will resist change.
Lack of trust
Trust is a very vital component when running an organization (Slideshare.net, 2012). When employees lack trust in key decision makers or organizational members, it becomes difficult for them to accept organizational changes (Slideshare.net, 2012). Employees may impede the change due to some negative underlying reason or fear of losing their jobs. As
References: Harvey, D., & Brown, D. (2001). An experiential approach to organization development. Upper Saddle River, N.J.: Prentice Hall. Slideshare.net,. (2012). Organizational Change - An Organizational Behavior project. Retrieved 27 February 2015, from http://www.slideshare.net/hishamrizvi/organizational-change-an-organizational-behavior-project