PLEASE DO NOT USE ALL 500 WORDS INITIALLY. SAVE 200 WORDS FOR THE INSTRUCTOR AND DISCUSSION REPLIES THAT ARE LATER. I WILL ADD THIS LATER THROUGH THE ORDER INSTRUCTIONS. THANK YOU.

Initial Post of 150 words, 2 Replies of 100 words, and 1 Instructor Reply 100 words. All include one reference per.

Initial Post Topic:

First Reply:

In the past, I have resisted changes in the department I worked for because the changes that management wanted to implement were solely based on profitability, not on the patient’s best interest. I thought the changes were questionable, ethically speaking, and I ended up quitting the job. 

In general, organizational change is a modification process in an organization’s structure, strategy, mode of operations, product, technology, or work culture. 

Process of Organizational Change in Lewin’s Model: 

Unfreezing – an event takes place, making stakeholders & the workforce realize the need for change. It can occur due to declining profits, higher attrition rate, increased competition, lawsuits, technological failure, etc. 

Refreezing– at this stage, the change process is thoroughly implemented. It is time-consuming as the employees must successfully implement the changes in their day-to-day operations (McShane & Glinow, 2017).

Some probable reasons employees resist changes: 

• Lack of trust – when employees distrust their managers, the organization’s ethics, etc. 
• Fear of job security, control & authority – downsizing due to technological innovation, cost-cutting, structural change, product upgrade, merger, etc. 
• Lack of proper communication – if the top-level management fails to communicate with the employees in the planning stage of change, they are less likely to adopt it later. 
• Lack of expertise –  introducing new technology can highlight deficiencies 
• Dislocation of social groups – generally happens in the case of structural change. 
• Politics –  employees can deliberately unionize themselves to resist the change.
• Lack of reward – employees might feel unmotivated to accept changes.

Reference:

McShane, S., & Glinow, M. V. (2017). Organizational Behavior [E-book]. McGraw-Hill Education.

Second Reply:

I have resisted change before at an old company because of poor communication. “Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections.” (Rick, 2011). This is especially true when it came time to change management that took place in this company, when you change management there is never enough communication. To me it is important to have open communication in this area with change to understand where you stand and what is expected of you and how the company is going to move forward from that time forward. This is what will bring surprises to the employees that you have working for you, according to (Kanter) “Decisions imposed on people suddenly, with no time to get used to the idea or prepare for the consequences, are generally resisted. Its always easier to say No than to say Yes. Leaders should avoid the temptation to craft changes in secret and then announce them all at once.” (Kanter, 2012).  

 

Rick, Torben (May 23, 2011) Top 12 Reasons Why People Resist Change Retrieved from:  

Kanter, Rosabeth Moss (September 25, 2012) Ten Reasons People Resist Change Retrieved from: 

Instructor Reply: (WILL BE ADDED LATER)