01 Dec Describe the pros and cons of teamwork (at least three each), and
Describe the pros and cons of teamwork (at least three each), and give an example of each. Use at least six peer-reviewed sources to support your claims.
8. Describe the pros and cons of teamwork (at least three each) and give an example of each. Use at least six peer-reviewed sources to support your claims.
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RUNNING HEAD: WEEK 3 ASSIGNMENT
WEEK 5 ASSIGNMENT 2
Week 5 Assignment
Name
University
DOC 901
Professor:
November 27, 2022
Barriers to Change in an Organization
In this world, there are very few certain things. However, one of the things that are certain and must happen is change. Regardless of the field, every individual and organization must undergo change. Therefore, organizations need to learn to adapt to change before they are ambushed by it and caught off-guard. If an organization does not learn to adapt to change, they are likely to grow extinct and eventually perish. However, despite the necessity of change in organizations, there are often barriers that obstruct the implementation of strategies to implement change. The barriers to change in an organization will be discussed in detail.
One of the significant barriers to change is individual resistance to change. This is when employees and personnel in an organization refuse to change. Human nature is set to seek consistency, and when consistency is found, humans do not like to change (Darmawan & Azizah, 2020). This is evident in organizations when individuals perceive change in an organization as a threat. This leads to resistance to change. There are several reasons why individuals can refuse to change. One of these reasons is to avoid loss of control or status. For example, an organization can institute changes that remove power from a particular person (Darmawan & Azizah, 2020). This person is highly likely to resist these changes. Individual resistance, especially from the right individuals, can severely hinder changes in an organization.
The second barrier to change can be a lack of communication. In many organizations, change is initiated from the top management going down (Orji, 2019). This means that the top management dictates the changes, and these instructions are passed down to the lower levels of the organization's management. However, in the absence of proper communication, these changes can fail to be communicated (Orji, 2019). For example, suppose a cloth-making conglomerate can decide to diversify into making clothes from organic materials. In the absence of proper communication, the message reaching lower management could be that the company is terminating the employment of several individuals. This increases resistance. Communication also plays a crucial role in change, as it ensures order. In the absence of communication, change lacks order (Orji, 2019). This hinders the ability to make the change seamless.
Another hindrance to change in an organization is cultural barriers. Many organizations have sought to diversify their organizations (Huang et al., 2022). Diversity assists organizations in becoming more creative in problem-solving and becoming culturally relevant. However, cultural barriers can be a considerable challenge when it comes to change. This is because change differs for different cultures (Huang et al., 2022). Geert Hofstede, a Dutch psychologist, determined that cultures have differences according to five dimensions: power distance, uncertainty avoidance, individualism/collectivism, masculinity/femininity, and long-term orientation (Jackson, 2020). A cultural barrier occurs when an organization fails to account for these five dimensions in implementing change (Huang et al., 2022). For example, suppose an American corporation wanted to expand its Japanese operations. This requires change. If the organization fails to factor in Hofstede’s dimensions, they are likely to encounter massive obstacles due to the differences in culture.
The fourth hindrance to change can be a lack of leadership to guide the change. Change requires leadership and guidance (Jooste & Fourie, 2009). It needs people to guide and foresee how the change will be implemented. Kotter’s change model advocates for individuals to guide the organization through the change (Kang et al., 2022). In the absence of such individuals, change can be nearly impossible. A good example is Blockbuster, whose poor leadership failed to guide the organization to identify the need for change and through the process of change. Blockbuster was once one of the best movie provision companies in the world. However, due to poor management, the organization failed to adapt to change, eventually succumbing to bankruptcy (Perren, 2021). A lack of leadership can be a huge barrier to change.
Another adversity to change is a lack of accountability. Change requires to be seen through (Orji, 2019). The change process can be complex and, without appropriate accountability, can fail. A good example is when an organization fails to have an oversight team to oversee the change (Orji, 2019). This leads to incomplete change and affects the effectiveness of the change.
The sixth obstacle to change is insufficient resources (Hobfoll et al., 2018). Change requires resources to execute properly. In the absence of resources, change can be incredibly difficult (Hobfoll et al., 2018). For example, if an organization cannot fund its change, it cannot properly implement it.
References
Darmawan, A. H., & Azizah, S. (2020, January). Resistance to change: Causes and strategies as an organizational challenge. In 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019) (pp. 49-53). Atlantis Press.
Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual review Review of organizational Organizational psychology Psychology and organizational Organizational behaviorBehavior, 5, 103-128. Where is the DOI? There is one for this
Huang, C. J., Liu, H. Y., Lin, T. L., & Lai, J. Y. (2022). Revisiting Hofstede's dimensions of national culture and environmental sustainability. Energy & Environment, 0958305X221140579. Where is the DOI? There is one for this
Jackson, T. (2020). The legacy of Geert Hofstede. International Journal of Cross-Cultural Management, 20(1), 3-6. Where is the DOI? There is one for this
Jooste, C., & Fourie, B. (2009). The role of strategic leadership in effective strategy implementation: Perceptions of South African strategic leaders. Southern African Business Review, 13(3), 51-68.
Kang, S. P., Chen, Y., Svihla, V., Gallup, A., Ferris, K., & Datye, A. K. (2022). Guiding change in higher education: An emergent, iterative application of Kotter’s change model. Studies in Higher Education, 47(2), 270-289. Where is the DOI? There is one for this
Orji, I. J. (2019). Examining barriers to organizational change for sustainability and drivers of sustainable performance in the metal manufacturing industry. Resources, Conservation and Recycling, 140, 102-114. Where is the DOI? There is one for this
Perren, A. (2021). Chapter Two. The Rise rise of Miramax and the Quality quality Indie indie Blockbuster blockbuster (1979–Fall 1992). In Indie, Inc. where is the rest of the title? (pp. 16-53). University of Texas Press.
You have no headings and no organization to your paper.
The expectations are much higher because this is a doctoral-level course.
You will be writing a dissertation and must be perfect.
