esistance to Change
Change is the single most widely discussed and written about issue, which affects every facet of our lives whether professional or personal. No where is this 'change' a bigger problem than in the corporate sector where implementation of change can trigger massive resistance. esistance in its turns gives rise to numerous other problems including loss of efficiency, productivity and revenues. Because of the potential pitfalls of resistance, every organization works hard to avoid it, in some cases with the help of hostile strategies. However resistance to change must not be 'resisted' because it is the natural and mostly a rational reaction to the introduction of something new, which threatens to erode the old and the familiar. esistance, as long as it is rational and reasonable, must be carefully analyzed and addressed in order to discover the precise reasons behind it. esistance is usually associated with some kind of…...

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References

Edgar H. Schein, Professor of Management Emeritus, MIT Sloan School of Management, "Kurt Lewin's Change Theory in the Field," 1995

Peter de Jager; Resistance to change: A new view of an old problem, The Futurist; Washington; May/Jun 2001

esistance 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. ather than the perspective of change agents as people who develop their environments and realities, they are viewed as people who tackle objective resistance from change recipients. In most cases, resistance to change is never depicted as the outcome of balanced coherent strategies and objectives.

How Change Agents Contribute to Change esistance:

esistance to change doesn't occur as a sudden or direct reaction to a specific instance of change but it occurs as a product of the interactions between change agents and change recipients. While this resistance can be used by change agents as a positive factor,…...

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References:

"Change Agents: Rethink Resistance to Change." (2007, April 16). Outlook for Change

Managing Organizational and Social Change. Retrieved December 20, 2011, from http://www.outlookforchange.ca/index.php/archives/25

Ford, D.J., Ford, L.W. & D'Amelio, A. (2008). Resistance to Change: The Rest of the Story.

Academy of Management Review, 33(2), 362-377.

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 change as a "brickwall" or a "dangerous roadblock to transformation" (Smollan, 2011, p. 12). Resistance to change is normally seen as a dynamic where employees refuse to carry through with authorized instructions, but the real, ultimate problem may be found in the frustration of the manager who sees things are not falling into place (Smollan, 13). "Handle resistance with care" and don't assume it is "willful or ignorant"; engage in "full and honest communication" (Smollan, 15).

An article in the McKinsey…...

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Bibliography

Agboola, Akinlolu Ayodeji, and Salawu, Rafiu Oyesola. 2011. 'Managing Deviant Behavior and Resistance to Change,' International Journal of Business and Management, vol. 6, 1-5.

Aiken, Carolyn, and Keller, Scott. 2009. The Irrational Side of Change Management. McKinsey Quarterly, vol. 00475394, 100-109.

Bughin, Jacques, Livingston, John, and Marwaha, Sam. 2011. 'Seizing the potential of 'big data'. McKinsey Quarterly, vol. 00475394.

Mantere, Saku, Schildt, Henri A., and Sillince, John A.A. 2012. 'Reversal of Strategic Change,' Academy of Management Journal, vol. 55, 172-196.

This is a potentially lethal competitive weakness and it is going to take nothing less than total focus and a re-definition of the organizations' structure (Whitford, Moss, 2009) if Ajax is going to survive. In other words I would not sugar-coat it or just show the financial statements on performance, I would show a revised organizational structure that put my commitments where my organizational chart was, so to speak. I'd put transformational leadership in action and actually get the roles of each and every person defined for the maximum level of competitive strength relative to our Pacific im competitors. My mission and vision for Ajax would be to cause those competitors as much pain and loss of profit as possible, I would unite the company on a mission to mess with our competitors and make their strategies and goals exceptionally challenging and difficult. In other words I would direct…...

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References

Byrd, J. (2009). Stress, Organizational Change and Management Planning. The Business Review, Cambridge, 13(2), 8-15.

Neves, P., & Caetano, A.. (2009). Commitment to Change: Contributions to Trust in the Supervisor and Work Outcomes. Group & Organization Management, 34(6), 623.

Smollan, R., & Sayers, J. (2009). Organizational Culture, Change and Emotions: A Qualitative Study. Journal of Change Management, 9(4), 435.

Whitford, T., & Moss, S.. (2009). Transformational Leadership in Distributed Work Groups: The Moderating Role of Follower Regulatory Focus and Goal Orientation. Communication Research, 36(6), 810.

Organizational Culture & Change
Conglomerate, Inc.

According to the organizational model of the ideal workplace culture, positive workplace cultures are humanistic and encouraging; affiliative; achievement-oriented and self-actualizing. Unfortunately, the workplace culture of Conglomerate, Inc. In practice is oppositional, avoidant, and perfectionistic. This suggests that employees feel that they are not treated as valuable assets by management and that managers avoid rather than embrace input from employees. It also suggests that there is little room for a "safe space" for employees to make mistakes to learn, grow, and generate new and potentially valuable ideas. ather, employees are being held to rigid and unyielding standards that might not be reflective of reality. Workers feel as if they must stifle their real opinions to fit in.

Positive workplace cultures, in contrast, solicit information from employees and create bonds of affiliation between management and all workers. Humanism means instilling a relationship founded upon mentoring and growth rather…...

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References

Lewin's change management model. Mind Tools. 12 Oct 2014.

 http://www.mindtools.com/pages/article/newPPM_94.htm 

Theory X and Theory X Mind Tools. 12 Oct 2014.

 http://www.mindtools.com/pages/article/newLDR_74.htm

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 concept is relatively a difficult process for many people. Actually, this process is characterized by resistance to change due to internal and external factors. Some of the major reasons why individuals are resistant to change include self-interest, lack of trust in management, lack of understanding, low tolerance for change, and varying assessments of the need for change. egardless of whether the resistance is fueled by internal or external factors, individuals need to develop an appropriate plan for overcoming that resistance…...

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References:

Baker, S.L. (1989). Managing Resistance to Change. Library Trends, 38(1), 53-61. Retrieved

March 7, 2014, from  https://ideals.illinois.edu/bitstream/handle/2142/7649/librarytrendsv38i1h_opt.pdf?sequence=1 

Kotter, J.P. (1995, April). Leading Change: Why Transformation Efforts Fail. Harvard Business

Review, 59-67. Retrieved March 7, 2014, from  http://www.sykehusapoteket.no/Upload/Topplederprogrammet/Litteratur/2.1%20Leading%20Change%20-%20Why%20Transformation%20Efforts%20Fail%20by%20JP%20Kotter.pdf

esistance to Change
Change is one of the most predictable forces in any organization today. With competition reaching cutthroat levels and organizations struggling to gain greater market share, it is only practical to expect change. Change can be in many forms. A firm may come up with a different strategy for selling its products or increasing its production or an organization might decide to introduce new technology to enhance productivity. But as certain as change is, resistance to it is also a given. When change is introduced in any form, people who are already accustomed to the old ways are more likely to resist changes. They would want to do anything in their power to stick with the old ways of doing things and this can create friction, resentment and overall performance degradation. To minimize risks of resistance and to overcome it, there are several methods that consultants advocate. Some…...

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References

Peter B. Grazier, Overcoming Resistance to Employee Involvement,   (Accessed 5 Aug, 2005)http://www.teambuildinginc.com/article_overcoming_resistance.htm 

'Change Management and Employee Resistance- The choices employees make and their consequences" (Accessed 5 Aug, 2005)

http://www.human-resources.org/Employee_choices.htm

Challenging Resistance to Change
The consistently most challenging aspect of any new initiative in a company is managing change at the strategic, process and most important, people level. If there is only a single initiative a company can undertake in a year, the most important is galvanizing the role of employees to the vision, mission and objectives of the company they work for. The most effective change management processes are predicated on having change processes that have a direct, related impact on organizational performance (Pettigrew, Woodman, Cameron, 2001). Included in this requirement is the need for leaders to personalize change management strategies so they provide employees with motivation to change over the long-term (Dent, Goldberg, 1999).

Specific Guidance for Change Management Strategies

The foundation for ensuring a high level congruence between performance improvement programs that center on greater ownership of outcomes on the part of employees on the one hand, and greater definition…...

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Bibliography

Dent, E., & Goldberg, S. (1999). Challenging "resistance to change." The Journal of Applied Behavioral Science, 35(1), 25-41.

Pettigrew, A., Woodman, R., & Cameron, K. (2001). Studying organizational change and development: Challenges for future research. Academy of Management Journal, 44(4), 697-713.

Christina Gold Leading Change at Western Union
Summary of the case

The case study is about the Western Union Company, which is under the leadership of Christina Gold. The executive officer (Gold) intends to introduce a change in the structure of the company. The company needs to change the nature of its production from the U.S.-centric focus of production to the regional structure. The key main divisions of focus include the Americas, Europe, Africa, the Middle East and South Asia, and Asia-Pacific. They needed the change to introduce new organizational culture focused on decentralized management of activities. Through this, Gold wanted to increase the responsibility and the authority of the regional heads in handling profits and losses in their lines of operation. Adopting the change meant that it could provide an opportunity for the company to expand its global operations.

Introducing the change also targeted at increasing the consumer target of the company.…...

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References

Bessant, J., & Tidd, J. (2013). Managing innovation: Integrating technological, market and organizational change. Hoboken, N.J: Wiley.

Konrad, A. & Mitchell, J. (2005). Christina Gold Leading Change at Western Union. Harvard Business Publishing. Product #906M07-PDF-ENG

Leban, B., & Stone, R. (2008). Managing organizational change. Hoboken, NJ: John Wiley & Sons

People/Task-Centered for Minimizing Resistance to Change
People/Task-Centered Recommendations for Minimizing Resistance to Change

Organizational change refers to the alteration in a firm's alignment with its exterior climate. Such changes may include process re-engineering, improvement, business mergers, restructuring, business expansions, a new organizational culture, new technologies and change in leadership. Change may be incremental or transformative. In essence, organizational change is any transformation requiring changes in human performance. For many leaders, the primary strategic challenge is managing people and overcoming resistance during the change process. Lack of effective leadership and resistance to change are the central reasons why most change initiatives fail.

While seeking to address the challenge of address resistance, organizational leaders should think in the line of task and people actions. People-centered strategies recognize the human aspect of the organization. The human aspect looks at resistance to change as involving emotional, cognitive and behavioral states, which mutually reinforce each other. People actions…...

Autism: Constant vs. Varied
Varied reinforcers have been shown repeatedly to have many benefits over constant reinforers. But real life environmental challenges can preclude reliable measurement results, making it less clear how the response patterns contribute to subject preferences and their resistance to change. The study article by Miros et al. utilize a fixed-ration assessment methodology grounded in an additional level of variability that fluctuates in their testing methodology between the subject's preference assessment and the baseline and reinforcement tests of resistance. The expectation is to address findings in other studies that have limited the generality of results because ordinary disruptive challenges are confronted in applied settings. As such, this study moves the discussion forward and allows for a greater reliability of the role of variation in reinforcers in affirming and sustaining prosocial outcomes.

In the Miros study four young male subjects between the ages of six and 10 were selected. Each…...

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REFERENCES

Bowman, L.G., Piazza, C.C., Fisher, W.W., Hagopian, L.P., & J.S. Kogan (1997), Assessment of preference for varied verses constant reinforcers. Journal of Applied Behavior Analysis, 30, 451-458.

G. Cosgove (2011). See Schedules of Reinforcement, Educate Autism, retrieved from  http://www.educateautism.com/applied-behaviour-analysis/schedules-of-reinforcement.html 

Hagopian L.P, Bruzek J.L, Bowman L.G, Jennett H.K. (2007) Assessment and treatment of problem behavior occasioned by interruption of free operant behavior. Journal of Applied Behavior Analysis, 40:89 -- 103.

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Organizational Change
The macro level problem for this company is that there is no coherent purpose for the OD group. The group was hired, most of them outsiders with little experience, by John Zoltan. Strategically, it is unclear what they contribute. They act like rock stars and Zoltan treats them as such, but they do not make a specific contribution to the company, and certainly not one that justifies their salaries and expenses.

On the micro level, this disconnect between the cost of the OD group and the benefit, along with their attitudes, has cause a lot of rifts within the organization. Zoltan is strongly in favor of the group, as they are his pet project, but the rest of the organization struggles to see the usefulness of the group, and the group themselves do little to endear themselves to everybody else. So there is a high level of interpersonal conflict in…...

esistance to Change
The concept of employee resistance to change is an important one to consider especially from a change management perspective, wherein a change in some aspect of an organization is required. Overcoming the hurdle of employee resistance to change can be an imperative part of effectively implementing change. Therefore, knowing what to do to assist in rising above this hurdle should be an essential element of change management. This paper will consider the organizational factors and employee attributes that may contribute to employee resistance to change.

esistance to change may be defined as the action and behaviors of individuals or groups as whole who view a change that is implemented within their space as a threat to their ability to successfully perform their duties. esistance can come in a variety of ways -- through active and passive behavior -- but is typically negative in some aspect and contributes to the…...

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References

Hanif, M., Khan, S., Zaheer, A. (2014). Impact of organizational resistance to change on BPR implementation. European Journal of Business and Management, 6(4): 186-196.

Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365 -- 380.

Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-

analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.

Research Topic TemplateUsing this template, you will write your first draft of the research topic you would like to develop into a dissertation topic. The template will guide you step by step in doing so.Step 1: Starting OutGetting It on PaperIn each of the spaces below, write the elements of your research topic as directed. A successful research topic: Names the key concepts to be investigated. Describes the relationship (if any) between them. Identifies the target population of interest. Is sufficiently narrow and focused to permit research. Is a phrase, not a complete sentence.1.1 What are the key concepts you wish to investigate? Use terminology appropriate to your specialization and discipline. Transformational leadership Employee motivation Organizational performance1.2 What are the relationships (if any) that you want to explore between or among your key concepts? The influence of transformational leadership on employee motivation and its subsequent impact on organizational performance.1.3 What…...

Change
Ford, Ford and d'Amelio note that most change literature takes the view that resistance to change is irrational and dysfunctional. If this is the view that is taken by the actual change agents, it is not hard to see that the change agents themselves could be contributing to resistance to change. Resistance cannot always be interpreted as self-serving or irrational (two things that are contradictory, it should be noted). The first step is a change agent not becoming part of the problem is to recognize that there may be other, more logical motivations for resistance. This is not to say that resistance is never irrational or self-serving, but just that change agents cannot assume this to be the case. If they do make such an assumption, then their response to the resistance may only make matters worse. They may invalidate the opinions of those resistance the change, something that could…...

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Works Cited:

Ford, J., Ford, L, & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review. Vol. 33 (2) 352-377.

Kotter, J. (1995). Leading change: Why transformational efforts fail. Power Projects Inc.. In possession of the author.

1. The role of electronic handoff tools in improving patient safety and care coordination in the post-anesthesia care unit
2. The benefits and challenges of implementing a PACU electronic handoff tool in a healthcare setting
3. Comparing the effectiveness of electronic handoff tools versus traditional paper-based handoff methods in the PACU
4. The impact of electronic handoff tools on communication and information exchange between healthcare professionals in the PACU
5. Strategies for successful adoption and utilization of a PACU electronic handoff tool in a healthcare organization
6. The potential for integrating electronic handoff tools with other healthcare technologies to enhance patient outcomes in the PACU
7.....

I. Introduction
A. Background information on Civil Rights and Criminal Justice
B. Thesis statement

II. Historical overview of Civil Rights and Criminal Justice
A. Civil Rights movement in the 1960s
B. Evolution of criminal justice system in response to civil rights issues

III. Impact of Civil Rights on Criminal Justice
A. Racial disparities in the criminal justice system
B. Police brutality and misconduct
C. Mass incarceration of minorities

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B. Community policing and accountability measures
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A. Lack of access to mental health services
1. Limited availability of mental health professionals
2. Financial barriers to accessing treatment
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B. Key characteristics of effective leaders
1. Clear vision and goal-setting
2. Strong communication skills
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A. Cite examples of successful companies with effective leadership
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