Organizational Theory and Resistance to Change
In this hospital case, the new manager came with rules that he hoped would change the way things were done. He came with a mindset that through strict administration, he would manage to keep the employees focused. His coming in was to replace a retired predecessor who had served there for thirty years. With such many years, the new manager thought the slackening performance at the rural hospital was due to the predecessor's inability to control the staff. This situation has cast his actions into doubt what he had in mind. The scenario shows the weaknesses of intolerant leadership.
Change theory
The new manager sought to apply change theory to address the issues that he thought were negatively affecting the hospital. Under the change theory, he thought that by having an overhaul of the whole system, he would bring positive progress. It backfired on him. In his new rules, he instituted that there ought to be a strict adherence to work schedules that were devoid of interruptions. His approach was that of zero tolerance to personal issues that might disrupt work. He, however, failed to realize that individuals have...
Resistance to Change Management Why do some employees resist change within the structure of the organization? What can management do to bring those employees along as the company transitions to another strategy? This paper addresses those issues and other related to resistance to change. The Literature on Resistance to Change Management Roy Smollan, senior lecturer in Management at Auckland University of Technology in New Zealand, notes that some companies refer to resistance to
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
Organizational Change Brief Summary of Prior Work At IHRC there have been two elopement breaches, and this has resulted in a change in the elopement policy. Although the incidents were reported to the authorities in a timely manner, at issue is how IHRC can prevent another elopement incident from occurring in the future. There are currently two issues to be addressed in the organization's plan. The first is to prevent elopements and
Coping with Change Change is a process that occurs everywhere though many people are generally reluctant to embrace the concept. One of the major reasons for difficulties in accepting or embracing change is that humans are creatures of habit and adhere to daily routines. Consequently, when change occurs, people's activities and thought patterns are interrupted. While understanding and coping with change is an important part of daily life, embracing the
Resistance to Change: The various analyses regarding resistance to change tend to take the perspective that change agents are usually doing the right thing whereas its recipients establish unreasonable barriers to hinder the occurrence of the change. Consequently, change agents tend to be viewed as undeserving victims of the dysfunctional and absurd reactions of change recipients. Rather than the perspective of change agents as people who develop their environments and realities,
Organizational Change and Stress Management How Change Agents Can Contribute to Change Resistance According to Hussey (2000), as far as effective management is concerned, change remains a critical aspect. It can be noted that through their actions or inactions, change agents in most cases end up contributing towards the very occurrence of resistance (Ford et al. 2008). To begin with, by breaking agreements before or during the change process, change agents make
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