Organizational Change Essay

1776 Words Jul 16th, 2012 8 Pages
Implementing Change in Organizations
(Shift Happens)

Research Paper
MGT6681
Abstract As one of the key lessons in the book Who Moved My Cheese? points out, “change happens”; in fact, change may be the only constant in our lives. Some people thrive on change; others will avoid it at all costs – even if it costs them their livelihood. Because change is one of the major problems causing conflict and dissention in the organization’s most valuable resource, its employees, this paper will review some of the possible causes of resistance to change and how to overcome them. Specifically, this research will focus on these particular aspects of implementing change within an organization: Why change? Who avoids change, and why? How
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Then, there are other times when change is honestly needed, but is avoided like the plague. These changes generally encompass structural (e.g. mergers, industry changes), technological (e.g. software and computer industry advancements), or behavioral (e.g. culture) modifications. Here is where resistance is met because of the traditional, ceremonial, and rote-like procedures to which the employees are accustomed are being challenged. There may be various reasons for this resistance, but if the change is actually needed, the change is inevitable, or the ship will sink. Some will jump ship, some will be pushed overboard, and some will rise to the challenge and become captains or loyal crew members. Because change is so much a part of our personal and corporate lives, it is important to understand change and recognize the fact that it does happen and, at times, we may have no control over it. Learning more about resistance to change and its life cycle will help overcome the dread that many managers feel when facing a change initiative.
If you don't like something, change it. If you can't change it, change your attitude. Don't complain.
Maya Angelou

Who avoids change, and why? To better illustrate who avoids change, let’s start with the “why” - why they avoid it. We have already addressed the biggest problem with implementing change; lack of a needs analysis. This is probably the foremost reason that change is not accepted. Beyond this reason,

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