Question
What organizational factors become obstacles to change? Identify and describe employee attributes and behaviours that contribute to employee resistance to change? Provide specific examples? What
What organizational factors become obstacles to change? Identify and describe employee attributes and behaviours that contribute to employee resistance to change? Provide specific examples? What are some guidelines for followers to support change? To what extent do you follow these when involved in a change effort? What actions/strategies did leadership take to reduce resistance? Were these strategies successful? What is your rationale?
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Organizational factors that can become obstacles to change include 1 Organizational Culture A deeply ingrained organizational culture resistant to change can hinder efforts to implement new initiatives or practices Cultural norms values and traditions may prioritize stability and adherence to established ways of doing things making it challenging to introduce change 2 Structural Inflexibility Bureaucratic structures rigid hierarchies and cumbersome decisionmaking processes can impede the agility and responsiveness needed to adapt to change quickly Siloed departments or functional areas may resist collaboration or coordination required for change implementation 3 Lack of Leadership Support If senior leadership is not fully committed to or actively involved in driving change employees may perceive change efforts as insincere or lacking credibility Leadership alignment and visible support are crucial for overcoming resistance and mobilizing organizational resources for change Employee attributes and behaviors that contribute to resistance to change include 1 Fear of the Unknown Employees may resist change due to uncertainty about how it will affect their roles responsibilities or job security Fear of losing familiarity or competence in their current tasks can lead to resistance 2 Loss of Control Change may disrupt established routines or power dynamics within the organization leading employees to perceive a loss of control over their work environment or decisionmaking processes 3 Lack of Trust Employees may resist change if they perceive leadership as untrustworthy or if past change initiatives have resulted in negative outcomes such as layoffs or decreased job satisfaction Guidelines for followers to support change include 1 Openness to Learning Be willing to learn new skills adapt to new processes and embrace change as an opportunity for growth and development 2 Effective Communication Communicate openly and transparently with colleagues and leaders about concerns questions or suggestions related to the change effort 3 Flexibility and Adaptability Remain flexible and adaptable in response to changing circumstances priorities or requirements associated with the change initiative ...
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Project Management A Managerial Approach
Authors: Jack R. Meredith, Samuel J. Mantel,
7th Edition
470226218, 978-0470226216
