Resistance To Change Case Study
In most cases, the problems arising from the change is maladjusted. Many organizations are thus designed to protect the basic functions by changes and disturbances in the wider environment. In these organizations, all functions in one of the following three categories: primary, secondary, and regional.
1. The main functions (administration), coordination is achieved through standard operations.
2. secondary (support functions), coordination is achieved through design.
3. In regional (sales) through mutual adjustment.
Persons in main functions focus on the question "how". Individuals in secondary functions focus on the question "what" and those in peripheral functions, which are responsible for performance, focus on the questions "what" and …show more content…
Although the change is a key element of human nature, people usually resist. In any organizational change observed almost all the stops, from the "active support" to the "active denial" and therefore, the implementation of organizational changes, requires effective addressing resistances to these changes. In terms of organizations resistance to change is a maintenance expression and aversion, which is usually caused in response to an attempted change. According to Ansoff (1988), resistance to change is a complex phenomenon that causes unexpected and unjustified delays, increased costs and instability in the strategic change process (Polychroniou, 2009). Usually the expression "resistance to change" comes from the organization's senior executives, which connect it with negative attitudes and perceptions, with counterproductive behavior or even retirements …show more content…
Most often, the reasons that cause the resistance is not difficult to identify and that's because the benefits to the organization resulting from a change is not always identical with the interests of those who are required to make this change (Polychroniou, 2009). However there are people who resist even when the attempted changes are in accordance with their interests. Resistance to change is a complex and multidimensional phenomenon that is caused by several factors. Obstacle to the attempted change, it can be and the culture prevailing in the
1. The main functions (administration), coordination is achieved through standard operations.
2. secondary (support functions), coordination is achieved through design.
3. In regional (sales) through mutual adjustment.
Persons in main functions focus on the question "how". Individuals in secondary functions focus on the question "what" and those in peripheral functions, which are responsible for performance, focus on the questions "what" and …show more content…
Although the change is a key element of human nature, people usually resist. In any organizational change observed almost all the stops, from the "active support" to the "active denial" and therefore, the implementation of organizational changes, requires effective addressing resistances to these changes. In terms of organizations resistance to change is a maintenance expression and aversion, which is usually caused in response to an attempted change. According to Ansoff (1988), resistance to change is a complex phenomenon that causes unexpected and unjustified delays, increased costs and instability in the strategic change process (Polychroniou, 2009). Usually the expression "resistance to change" comes from the organization's senior executives, which connect it with negative attitudes and perceptions, with counterproductive behavior or even retirements …show more content…
Most often, the reasons that cause the resistance is not difficult to identify and that's because the benefits to the organization resulting from a change is not always identical with the interests of those who are required to make this change (Polychroniou, 2009). However there are people who resist even when the attempted changes are in accordance with their interests. Resistance to change is a complex and multidimensional phenomenon that is caused by several factors. Obstacle to the attempted change, it can be and the culture prevailing in the