Overcoming Resistance to Change Essay Example for Free

Overcoming Resistance to Change Essay Overcoming Resistance Resistance is a normal and a perfectly natural reaction to change. Each person has their own amount they can take, but the reasons behind why employees resist in the first place may be surprising. According to these experts, the fear of moving into an unknown future state creates anxiety and stress, even if the current state is painful (Eroke, 2013). A complete understanding of the unique ways that resistance can be apparent is still needed because resistance to change has been acknowledged as an organizational difficulty for many years. If and when employees react to change in different ways, and if discrepancies in response result in different outcomes, identification of those expressions of resistance is a necessary step in the growth and execution of valuable change management strategies. After summarizing internal and external factors contributing to resistance to change, we will look at an example of this, identify the cause and develop a plan to overcome resistance. Internal and External Factors Contributing to Resistance to Change While internal and external factors certainly add to change responses, individuals can react more negatively to change than do others, regardless of the type of change. Individuals oppose beginning and completing self changing efforts, even when change is enviable or necessary. The interactions of these factors suggest inconsistency in individual behaviors, such that indefinite situations are most likely to bring to mind articulated perceptions, beliefs, behaviors, and attitudes. W hile global personality tests are probably not helpful in answering specific questions; an evaluation of outcome dispositions may capitulate greater projecting capability. There is little proof that points to individual disparities inclination to resist change. Conflict is stirred up by a variety of factors that include the environment, personalities; prejudices, appearances, etc. However, the inquiry of which individuals take action in what way, to which change situations, has not been sufficiently answered. The materializations of â€Å"resistance responses† within people and situations must be comprehended to allow management the opportunity to decide which plan can efficiently lessen resistance and if diverse strategies increase or decrease responses. An objective in the study of resistance is to identify individual responses to assist in forecasting probable variables. The more acquainted you are with your staff, the easier it will be to identify, assess, monitor, maintain, and execute change when needed. Example of Resistance to Change Based on Internal and External Factors At times employees felt they were being required to do more with less, or do more for the same pay which when this is the case, there is a huge resistance. Very rarely do you find good people that will go above and beyond for someone else or their company. In the restaurant business there are always tasks that need attention. There was a saying at one job â€Å"if you have time to lean, you have time to clean†. It is not all about serving food to guests and getting tipped for it. When someone does not show up for their shift, then that persons responsibilities are divided out amongst everyone. And when one of them is being asked to do side work that is not theirs, while getting paid such a low wage, there is not a positive reaction to say the least. As a waitress or server at most places, you only make 2-3 dollars an hour so when restaurant is slow and they do not make enough money to barely earn over minim um wage, it is extremely challenging to motivate them into doing manual labor for that amount of pay. Specifically, the most recent restaurant I managed, I relied heavily on the breakfast buffet and maintaining it during business hours as well as when we were closed. This buffet was important because most of the VIP rewards members only came for breakfast and their impression of the appearance, temperatures, and quality are being evaluated to possibly be turned in on comment card to corporate. Once this survey is completed online, these scores are then developed into a daily, monthly, and annual report that rates us on each department separately. A bad score decreases the points as a whole, makes the entire team look bad to corporate, and bad reviews can be seen by anyone, which can keep business from coming in and that will drop revenue. For some reason, we were not capable of securing this position longer than a few weeks which then it was being taken care of by any of the staff or management if they had a minute to help stock or clean it. This obviously is not going to be consistent for guests, appears disorganized or short staffed, and is a dangerous health hazard if someone is not taking temps every thirty minutes. Every single time someone did not show up to set up buffet, the staff and management jumped in to help, but it was like pulling teeth to get anyone to step in and do this job. Out of pure self interest each one of them would voice their opinion about how they do not make enough to do someone else’s job and it was not their job or they did not sign up for this. Resistance is an inevitable response to any major change. Individuals naturally rush to defend the status quo if they feel their security or status is threatened (Bolognese, 2002). I understand it is not their faults that it kept getting abandoned, but I also know how to be reasonable and work as a team. Most people are uncomfortable with change and will resist without giving much thought. Aside from self interest, Baack (2012) says, â€Å"differing assessments of the need for change occur whenemployees do not view a change as necessary, because managers and employees do not see eye to eye on the nature of the issue. Th ose with a low tolerance for change also tend to be resistant. It was challenging for everyone involved because most of them did not understand the nature or reason behind just doing what is asked of you regardless of how it may or may not affect you. The few that had been there many years were the first to help, but also the first to resist. They were all for customer service, pride in their company, and covering for someone as long as they were getting the credit. There were only a couple of employees who were willing to help, go out of their way, without expecting anything in return and those are the ones that were rewarded. Cause of Resistance Resistance will come in many dissimilar shapes and sizes, depending on your precise need. The cause for resistance can come from a variety of reasons, but the main cause behind this particular resistance was this position was not paid enough for the responsibilities that came with the position. Also, the labor involved was far more extensive than any other position in that department. Perhaps some other another reason may be because the buffet person was the low man on the totem pole, all by his lonesome, and getting stiffed by his or her own coworkers. This position was separated as far as opening and closing duties and had many items that contributed to the set up and break down which were placed in other parts of restaurant. The buffet person was usually not the person that â€Å"fit in† and almost always within a short period of time, they would request to be moved or they would find a different company to work for. Planned Approach for Overcoming Resistance Costs of training, risky score-cards, high turnover, unhappy guests and employees are enough of a reason to act on changing the way things have been failing. Upper management can determine who would be the best at changing this situation and making it a positive one that they can lead. Someone has to stand up and be responsible for holding people and themselves accountable and for this change to take place. Address the issue, acknowledge the conflict to employees and thank them for taking on extra work, but also engage with them in brainstorming to see if they may have something creative or valuable to assist in conquering the resistance. Once a new reasonable rate of pay has been distinguished, then a new set of responsibilities can be developed and split with the kitchen. There needs to be some way to mingle the two departments, which are separated by a line, so that this position is â€Å"included† with everyone else. Also, provide gift cards or free meals for adapting to c hange and moving forward during process. Set a goal for ninety days out to reevaluate, make transitions or changes and explain how the pieces fit together as a whole. Additional areas of resistance may surface so it is vital to recognize probable resistance points, as your development execution progresses. No matter which approach is used, managers should remember that change is often an unsettling process (Baack, 2012). Obtaining the preferred information to improve employees understanding of the organizations need for change is also one of the most significant steps in flourishing resistance management. A serious contemplation concerning the customization of your resistance management activities is relied upon the size of the change and the characteristics of the organization. When resistance has resulted in productivity loss and exhausted time and resources, it can be intimidating for the staff to rely solely on reactive procedures. Once the new changes have been implemented, closely maintained

A True History of Mrs. Mary Rowlandson by Mrs. Mary Rowlandson Essay

The Theme of "A True History of Mrs. Mary Rowlandson" by Mrs. Mary Rowlandson In the times of colonies when land was untouched there was a distinct hatred between the native Indians and the new colonists. As one reads the essay: A True History of the Captivity and Restoration of Mrs. Mary Rowlandson, written by Mary Rowlandson in 1682, one will understand this hatred. Although the Indians captured Mary Rowlandson, with the faith of God she was safely returned. The reader learns of her religious messages and how she turns to God for safety and strong will. One sees how her Puritan beliefs are of the strong New England Puritans way of life. The reader also understands through her words how she views the Indians and their way of life. Rowlandson's theme is very simple; the capture and return of herself by the Indians. It was a strange and amazing dispensation that the Lord should so afflict his precious servant, and Handmaid (Rowlandson p. 22). She struggles to find answers in why she was captured and tormented for eleven weeks, when she shows such a high religious fate. Her theme shows that she begged God for mercy, not to be free but to have strength to travel each day. Before she was captured she was a very religious person; being the wife of Reverend Joseph Rowlandson and mother to their offspring. God was in her daily life moreover in her kids' lives. After she was captured her religious life did not change, even though she was put through hellish conditions God still was her right hand man. When the Indians burned the town and made way to Rowlandson's house she turned to God for answers. Her house was set on fire forcing her and her kids to come out. When she came out she suffered a bullet to the arm and w... ...e. She spent all day walking and carrying articles while the Indians rode horse back. Rowlandson was forced to weave for the Indians and give her clothing up for the comfort of the Indians. My head also was so light, that I usually reeled as I went, but I hope all those wearisome steps that I have taken are but a forwarding of me to the Heavenly rest (Rowlandson p. 43). Near the end of her eleven weeks of captivity Rowlandson wanted nothing more but to give up and let the Lord take her away. The Indians stood laughing to see me staggering along; but in my distress the Lord gave me experience of the truth and goodness of that promise (Rowlandson p. 51). Finally, after eleven long weeks of death, pain and suffering, the Indians gave heart. They leaded her near Boston where she would find some English men that helped reunites her husband to his long lost wife.

Boer War Diary Entry from Lord Kitchener

Lord Kitchener – The Boer offensive The Siege of Lady Smith 1899 Shame be brought on Paul Kruger. How dare he bring Boer offensives into British held Colony areas. This has caused trouble and now it has been declared that the British are fighting in war, another war in which we shall not lose! The Boer may have mobility but what they lack is the key to British troops fighting, order. My men, have mastered order and with the equiptment supplied we are sure to win this battle.The origins of this conflict would have had to begun with Paul Krugers Ultimatum, if no such order for British troops to leave Natal was placed, there would never have been an outbreak. Those flithy Boers do not have the right to attempt to claim Natal or Cape Colony, these are rightfully owned British lands! But since we are already in this mess, we must fight for what is rightfully ours.In June I dispatched a total of 15,000 troops to Natal in order to protect and defend the Colony until reinforcements co uld be mobilized and sent to South Africa. The Boers attempts at trying to Siege us have caused us greatly. Supplies are now growing scarce my English men are running low on supplies and many of the civilians are dying of hunger. It is a sign that the battle may not end well. The Boers, the disgusting fighters had cut the railway link to Durban.I have great faith in my Lieutenant General Sir George White and believe that he can pull through to come and succeed to win the battle. His tatics have definitely been proven to be highly ranked and considered one of the best. For now all I can do is sit and write. I pray for my men to break through the siege and come out on top, I fear that many of the troops moral have faded and are giving up, but I aspire to reign and concer the Boers. For now I must be patient, wait and keep the flag flying.

Essay on Diversity in Organizations - 968 Words

Diversity in Organizations BUS 610: Organizational Behavior May 24, 2011 Diversity is the state of being different or having variety. Diversity is more than having individuals who represent different ethical backgrounds. Diversity is also comprised of having a variety of individuals who represent differences in ages, race, physical abilities and even gender. Being diverse is an essential part of operating a business. Employers have the ability to solicit creative ideas and implement them into successful business solutions when they have a diverse pool of people to receive feedback from. The workforce today has a wide range of diversity qualities. Within the workplace everyone has to communicate with one another. Communicating in†¦show more content†¦Management should take the initiative to explain to employee’s that the organization will employ individuals who exemplify differences such as in race, gender, and even age. This would help minimize any misunderstandings and decreases prejudices of what the organizations overall standards are. Diversity is a driving force of organizations today. It is very rare that you will find organizations that have individuals who are all the same gender or even race. So it is important that management embrace the idea of having diversity in their organizations. In order for employees and managers to accept diversity they should not have an attitude of ethnocentrism. Ethnocentrism is the belief that one’s native country, culture, language, and modes of behavior are superior to all others (Kinicki, 2010, p. 65). Ethnocentrism can be very negative for business. All cultures are ethnocentric, some more so than others. Ethnocentrism, in fact, can enhance group solidarity within a society and is often used by corrupt national or ethnic leaders as a means of building or consolidating power and excluding outsiders (O’Rourke, 2010, p. 288). 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