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Managing Resistance to Change

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Submitted By mslis2012
Words 4085
Pages 17
Course Project: Managing Resistance to Change August 24, 2010

EXECUTIVE SUMMARY
Organizations initiate change efforts for countless reasons. Failure to properly manage these changes can cause an organization to decline or even fail. Most organizations are faced with ongoing changes due to internal and external pressures. These pressures can lead to strategic changes that affect the entire organization or incremental changes that have a direct impact on a specific area. Given the economy today, organizations must continually scan their external business environment to maintain their competitive advantage by making internal adjustments.
Whenever you have change that moves employees from a known to an unknown state, you can best believe you will encounter resistance. Taking employees out of their comfort zone creates fear and uncertainty which results in resistance. Employees resist change for a number of reasons such as a lack of understanding around the change, personal conflicts, differing perceptions, mistrust, social disruption or the potential for loss on a personal level such as power, status and influence. Most of these barriers are a result of ineffective communication. Effective communication can be seen as the bloodline through a change process. Without it, you risk failure to your change initiative.
When a change initiative is undertaken, it’s important the organization employ a change manager who is skilled and competent in change management. Change managers must be familiar with the various images of managing change and use one that’s most appropriate for their change situation. They must adopt the use a change management model to guide the process. This paper assesses three change management models, each of which has components designed to engage employee involvement in the change process as a way of building excitement, motivation

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