Resistance to Change in an Organisation

Resistance to Change in an Organisation Introduction Change is not an easy factor to go through. Taking in to account that it does not matter if it is a change of rules, space or simple habits. The concept of change involves many other functions. Where the resistance to it, sometimes is hard to adapt or maybe just simple depending the management and organization between one and more individuals, which makes part of an organization structure and affect a whole organization. Organizational change in inevitable Just like anything in life, in addition to this the evolution of the world markets and cultures. Makes the change something that requires constant attention and preparation. In order to be successful in any market, an organization has to be able to transform an evaluate different kind of statements that show the importance of organizational change in the develop of a company. We live in a world in which the nature of organization and the practice, most of people believe that we are in a Constance change. When the difference between theory and practice is completely relevant and plays an important role in management and helps to understand that is a vital in any organization process, which helps to analyze and create structures that help to understand the value of change. The theory of change The theory of change is a strategy or project for achieving large-scale, long-term goals. It identifies the preconditions, pathways and interventions necessary for an initiatives success in different model, where change makes a huge impact in the evolution of a system organization. Theories of change and logic models are vital to evaluate success for a number of reasons. According to Burke, Warner and his book (Organization change, theory and practice). Organizations change all the time, each and every day. The change that happens in organizations commonly is unplanned and gradual, affecting or attributing different aspects where planning is a very important tool to apply and makes this much more easy to understand and shows the importance of change and its crucial participation in the evolution of a company. For a better understanding of change, organizations are created and developed, to continue and during the last. But external factors as environment, plays a very important role in the evolution, because those are discontinuous and can cause destruction but can cause creativity as well. To affront this many others levels in managing as a planning and controlling for example, makes change a Constance factor, which decide the future or develop of any kind of system. However change sometimes could be an internal factor. For example, the change of management that brings new rules, methods and a new different path to assume new emerging markets, makes this theory unpredictable for the good of a system. The paradox of planned organization change. Sometimes when plan is the right way to follow in an organization not always is the option to assume as crucial for the right entrance of change. However this paradox can be implemented as a one of the most analytics methods to follow for a better and capable knowledge of this. According to Michael Powel and referring to the new digital technology, was quoted and saying: it will be messing and it will be confusing and we will get a lot of it wrong and well have to start over. But thats the creative process, thats the evolutionary process. (Naples daily news, 2001, p. 6A.) Mr Powell described change as a very realistic method, where the process is more linear and could be divided by phases, periods or steps and so on. The implementation process is difficult because change the system and of course the way, how the process it was made for, the things dont work well and people do they own way and in some cases the retaliation and revenge is one of the most common things to affront with many others negative aspects that make more difficult to implement a series of changes. Types of organizations change To define organizational change as the process to evaluate and reach the desired goals the first thing to have in mind in change is the concept between evolution versus revolution. The process of resistance is very common and shows the variety of circumstances to affront in management; this contrast might be is actually a very important way to think about the different forms that an organizational system can take and the correct evaluation to it. Organizational change occurs when an organization restructures resources to increase the ability to perform and create effectiveness as the principal method to arrive, similarly, to this the creation of new system of evaluation of a company for the right performance of it. Targets of changes Human resources are for an organizations most important asset, because include investment in training and modification of manage that motivates the personal for a better understanding and approach of it. In addition to it .Human resources plays a very huge impact in companies develop, because involves moral principles and workforce as a combination for the right develop of any system created to evaluate process in a safe work environment. Functional resource can be use to maximize the use of present value. Organizations can change the environment, structure and sometimes the culture of creation but technology is the most important thing to preserve. For example technologies that uses self manage work increased productivity and quality for a better develop in terms of time and production, helping to increased the creation of different products Reducing the use of time and decreasing the value in terms of production. As a result of the right use of change in a company. A technology capability, that helps to provide new products and changing the existing ones, improving the reliability and quality of goods and services of a company. Organizations might be need the restructuration of technology for a correct develop and achieve the results of a new and developing technology. Forces for and Resistance to Organizational Change Organizations and the process of change requires to face two and very important factors for the correct developed of it, one of those is change and the other is the resistance to change. Resistance to change can occur at the organizational level, group level and individual level. For example, managers should be motivated to initiate change because they are concern with improving their organization effectiveness. However, change can be threat to managers and no managerial personal as well. Almost every change requires the cooperation, collaboration, and co-ownership of others, even if that change might be beneficial some people just refused because is a natural way to response and affront. the change as fear of the unknown also to lose something of valuable, believing that change is not good for the organization and provide a different kind of elements damaging the right develop of a company in many levels and misunderstand the process of evolution. Why do people resist changing? An individual is likely to resist change for three reasons principally: uncertainty, concern over personal loss, and they believe that the change is not in the organizations best interest. In adtion to this a common example of resistance for change is giving in a normal college. Where the student are suggested and have the obligation to attend because are the rules and when they leave the college they will have to trade the known for the unknown. Some examples of resistance in organizations is when the introduction of a new analysing system means that employees will have these new methods. Some employees who are accustomed to their work routines or who have inadequate math and statistics backgrounds may fear that they will be unable to meet the system demands. They may therefore, develop a negative attitude because dont know how to use it, and prefer to judge before accept any kind of change just for fear and inclusion of different process that makes changes crucial in the develop of a company. In some case the resistance is fear for the unknown but what happens when change comes with a new structure of elements that become inconvenience for the personal? What do we should do to minimize the impact of resistance? And keep the tolerance and the right balance between employees and employers. How to break that huge wall that separates fear and commitment in the companies?. Some techniques for reducing resistance to organizational change. When management sees resistance to change as a dysfunctional, what action as a manager should I take? Several strategies have been suggested for use by managers, but in some cases the change is so extreme that brings a lot of resistance and is not enough to divide and propose steps to come in with new ideas. Is better if including tactics that helps to understand the process of change and find mediation between managers and employees. According to Barbara Senior and Steve Wailes, the resistance of change evaluate the process how the company has been created and proves the management as vital tool for the right develop and creation of strategies that helps to affiance the resistance of change and mediate between many different elements. One important step to follow in management is the implementation of education and communication, facilitation and support, negotiation and manipulation, co-optation and coercion, these tactics help to summarized and helps us to have a better look of management and understanding in how this tactics help for mediation and confront of a such a wide open variable. That involves techniques and strategies, which help to have a better understanding in the managerial concept. Tactics and strategies to reduce the resistance in organizational change Education and Communication Can help to mediate the resistance of change by helping the employees to see the logic process of change. This technique of course helps to minimize the impact of misinformation or poor communication and give the chance to aport new ideas to the system for a better compression and implementation of this. For example the correct use of communication Between agent of change and personal showing elements to improve and the importance for the good of the company but demonstrating the right benefits for the process which normally interact in the productivity and effectiveness of a company. Participation This tactic involves those individuals directly affected by the purpose of change into the decision making process. This kind of method allows expressing their feelings, increasing the quality of the process and increase employee commitment for final decision. For example, create tools for the evaluation of the process that help to understand better the inclusion of strategies showing the important of evaluation for both sides of views. Facilitation and support Involve helping employees deal with the fear and anxiety, associated with the change effort, this help could be include employee counselling and new skills training for a better use of tactics and facilitation trough the process of change. Negotiation Involves a bargain between something value for an agreement to lessen this hard process of change that sometimes can be stressful by both sides. This resistance method can be very useful, when the confrontation comes from a powerful source and shows the importance of negotiation in the process. Additionally, there is the risk that, once a change agent negotiates with one party to avoid resistance, he or she is open to the possibility of being blackmailed by other individuals in positions of power. When misunderstanding and lack of communication, makes part of the process that commonly happens in different types of organization. Manipulation Refers to cover attempts to influence others about the process of change. Sometimes involves twisting and distortion of facts to make the change appear more attractive and comprehensive. One of the common tactics to use is this particular case is creating false rumours is an example of manipulation. According to the international journal of managements reviews the use of manipulation in a change process could be illegal and immoral, because use the misunderstanding as a tool for manipulate and distort the right compression of different factors that helps to use the correct develop of tactics. Minimizing the resistance of change. Co-optation In this kind of method it is form by both manipulation and cooptation and it seeks to buy the leaders of the resistance, giving them a key role in the change decision. The last two methods are relatively inexpensive for the organization and are the easy ways to gain the support of adversaries. In addition to this sometimes this method can demonstrate that if they note this, can be sing of tricked or used. Once discovered the agent creditability may drop to cero and in the future might be a sign of confrontation and retaliation. Coercion The coercion tactic can be used to deal with the resistance fact, involves the use of different threats or force against the resisters. According to Stephen Robbins,ÂÂ  Organizational Behaviour, different organizational methods as coercion sometimes involves the use of bad recommendations and negative perform evaluation. This method should only be used when speed is of the essence or when the other person themselves has taken to public and damaging actions. Those methods listed above show the importance of management and the correct use of it. In addition to this tactics, the resistance of change in organization has different approaches that show the incursion of several strategies can be completely illegal and may undetermined change agents credibility. Being this stops the improvements in the organization. Conclusions Organizations operate in multiple environments, as a temporal, external and internal. They key task for organizations is work through a series of process or steps for mediate the impact of different factor to evaluate. Achieving External adaptation and internal integration. In addition to this, they need to anticipate and give opportunities to eliminate any possible problem or unpredictable surprises. In conclusion to this change is a very important factor to keep in mind, because if the organization doesnt have the knowledge to achieving o good process. The company can be affected and damaging the develop of a company. For that reason the implementation of strategies that allow risk evaluation and possible changes must be planned before the execution of any kind of process. Finally the use of tactics to prevent the resistance of company, while is in changing process is vital for the correct use and future develop. Because, demonstrate that organizational changes are crucial factors that involve the moral as a key to be fair with the others and the correct use of managing for good of an organization. Resistance to Change in an Organisation Resistance to Change in an Organisation Develop a plan to address below the surface resistance to change. With the research you have done so far in the course, how would you, as a manager, facilitate and manage a major change in your organization? Our company has established procedures and policies created from both a technological perspective (how to do the task) to mutual agreements with the staff leading to policies on expected behaviour etc. For changes and improvements to be successfully implemented, there needs to be not only compliance, but buy-in from staff. In order to implement a major change, a project team would be created. In the NHS, it is often standard to employ the Prince2 project management framework and depending on the nature of the project, this approach would be the probable method. Assembling the optimum project team with the correct skill mix is paramount to the successful execution and implementation of the project. Bareil (2013), defined resistance to change as a change-specific behavioural response towards a change initiative normally identified by a leader and identified it as the primary reason for change failures. Maurer (1996) described resistance as an inevitable response to change as individuals felt compelled to maintain the status quo especially if they fail to understand the rationale behind the changes in question. Maurer focussed on the poor presentation of changes as being a more significant catalyst for resistance outlining that the assumption of the manager that their change is the only possible direction and the concept that the workforce must be forced to comply would promote resistance among organisation members. According to Kruger, (xxxx), the principle issue is the established personnel change barriers which require recognition in order to be dealt with effectively. These may be company wide i.e. endemic across the workforce especially in climates with strong culture. In order to demonstrate the issue, Kruger developed a pictorial representation-the Change Management Iceberg which displays the evident and more importantly, the unseen barriers to changes within a company. Kruger lists three management issues that must be addressed in order to achieve successful implementation- Issue Management, Management of Perceptions and Beliefs and Power and Politics Management. Issue Management: This represents the top of the iceberg. Key factors are time, cost and quality. Management of Perceptions and Beliefs: It is essential to have an empathy for both the evident and covert perceptions of the workforce. Power and Politics Management: These can play a pivotal role in the change process and can influence the perceptions and beliefs significantly. According to McPheat (2014), the optimum approach is to recognise that the change will impact on all personnel at every level within the company and that they will inevitably align into one of four types: Promoters-employees who will support the changes and buy-in. Potential promoters-probable recruits to the cause however may require further convincing. Opponents-those who visibly oppose the change Hidden opponents-those who verbally support the changes however secretly oppose it. This suggests that one of the primary focuses is to develop trust and promote an honest transparency by which to increase buy-in. Middaugh and Robertson (2005) wrote that in order to succeed politically, it is imperative to use expertise wisely, in order to persuade others to buy-in. To empathize with other individuals perceptions of the managers expertise. A manager may consider something to be obvious however understanding that others may not see it as so, facilitates dialogue and change. Involving staff in the implementation of change is paramount to success. Trust cannot be assumed and is developed over a period of time. Showing integrity, treating people fairly and keeping promises over a period of time will build a healthy culture based on trust. Half (2016) suggested that it was imperative to focus on the benefits of the team in the workplace in order to persuade the employees to buy in and outlined the key points to emphasize. There are tangible benefits that are unique to each team that can be bought to the table. If the goal of the team is clearly stated along with the means by which the individual members can contribute, buy-in is more probable. The assignment requires clarity and transparency. The importance and significance of the change needs to be emphasized along with the level of prioritisation against the existing workload. Exception reporting needs to be explained so if help is required, it can be sought. Prioritisation aside, knee-jerk reactions and decisions are to be avoided and reflection advised as there may be a cosmopolitan make-up in the teams construct and empathy and understanding must be the norm to avoid conflict within the team. References: Bareil, C., (2013). Two Paradigms about resistance to change. Organization Development Journal.31.3 (Fall 2013): 59-71. Half, R., (2016, April 29). How (and why) to get employee buy-in. Retrieved March 04, 2017, from https://www.roberthalf.com/employers/hiring-advice/employee-retention/teamwork/team-buy-in Maurer, R., (1996). Using resistance to build support for change. The Journal for Quality and Participation.19.3 (Jun 1996): 56. McPheat, S., (2014, July 03). The change management iceberg. Retrieved March 04, 2017, from http://www.mtdtraining.com/blog/change-management-iceberg.htm Middaugh, D., Robertson, R. (2005). Politics in the workplace. Medsurg Nursing.14.6 (Dec 2005): 393-4.

Beginnings of Democracy Essay

As time went by and sedentary conditions began to stabilize, the relations between the king, council and assembly changed as well. The council proved to be more resilient than the king and disputes on succession and opposition to a weak king did not help to improve the status of monarchy. It was imminent that the council whose members were supported by their dependents in the population would gain more power than the king. Although the position of king remained in most cities, its authority ultimately decreased, and the position itself became an elective post which was limited to a year. New positions were also required as the states began to increase its territories. On the other hand, powerful families would rely on their dependents for support, without which they could gain no favor from the council. Thus, in the Greek classical period, final decisions were made by a majority vote on the public assembly. The assembly became the sovereign and we see the birth of democracy. The public assembly’s sovereignty, however, was not won through a class struggle. Conflicts between powerful head of families were resolved through an appeal to their followers who attended the assembly. Perhaps because the leaders would prefer to keep the stability of the states, or perhaps it is preferable to settle disputes between citizens, most especially between powerful families, through diplomatic solutions, or more likely the fear of a threat of an appeal to a violent mob, that decisions were reached favoring whoever can amass a larger supporter. Hence, a family with more dependents would become politically dominant than one with lesser dependents. The rise of tyrants did not further improve the status of the king and council as sovereign of the states. Contrary to its modernized meaning, tyrants were not necessarily bad, as oppressors or unpopular rulers. These were challengers to the current power. Generally, this is the term applied to rulers who had no hereditary or legal claim to rule. They have gained such positions through the benefits they brought to the city or by having risen as champions of popular movements. The rule of tyrants, however, would soon be perceived negatively. Sealey explained that â€Å"the public life in the classical Greek city was highly competitive, and when one competitor far outdistanced his rivals, they felt that they no longer had a fair chance; they used the term ‘tyrant’ to express their disapproval of his excessive preeminence† (39). Peter John Rhodes held that the name and substance of politics was invented by the Greeks (3). He explained that the Greeks have â€Å"the first society in which states were governed not at the whim of an all-powerful ruler but by citizens who ‘took it in turn to rule and be ruled’†¦ , in accordance with agreed constitutional procedures where policy was decided not by intrigue in the court or bedchamber but by debate in the council and assembly† (Rhodes 3). Aside from citizens, there were non-citizens and slaves who were owned by a citizen or the state. These allowed the citizens to devote time in politics. The reintroduction of the use of alphabet would also contribute to the rise of the public assembly as the sovereign of Greek states. Greek states, independently of each other, adopted an alphabet that seems of a Semitic origin. This alphabet would later prove to be characteristic of the Greeks as a nation. It made available the development of literature, of which was traditionally recited orally. The increase of literacy among the citizens would also allow them to demand that state laws be put in writing. Hence, we see a steady rise in power of the citizenry. Trade, Warfare, and Alliances As population began to increase, the acquisition of new territories was a natural solution. Though some began to colonize other regions, it proved to be insufficient to provide homeland and to feed the growing population. Powerful states would look into invading a weaker neighboring state. These inter-state warfare brought upon improvement in warfare. Warfare before 800 BC were very different from the wars the Greeks waged against each other, and later, in defense from Persian invasion, during the classical period, or which the armies were organized in a formation known as the phalanx. As evidenced by the Homeric poems, Greek warfare in antiquity was carried out by relatively few leading warriors. These warriors would typically have a shield, a spear and a sword but had very little defensive armor. The warriors were also not organized in phalanx as each fought largely on his own. As a result, the battles tended to be a series of duels from warriors on each side. On the other hand, as people perfected how to fashion iron, the Greeks were able to supply their army with armor. Moreover, the Greeks discovered that fighting in close formation was more efficient. The classical Greek army would comprise of units called hoplites, which were heavily armed with spears and swords. The defensive armor comprised of a plate corslet, greaves, a closed helmet, and a large round shield, called hoplon and from which the unit’s name was derived. The phalanx was characterized by having the hoplites fight in close formation, in a series of rows, where the front row would be able to push the enemy off the field, with those behind able to thrust their spears and added their weight into pushing the enemy. Such was the effectivity of the phanlanx that once a city had adopted it, others had to do likewise in order to survive. The city-states found it convenient to establish various kinds of diplomatic relationship with others. Sparta, as an example, found itself unable to expand its territories further. It directed its attention to forming alliances with other city-states, some of which have other alliances in which Sparta was not included. At the end of the sixth century, Sparta was able to form what we now know as the Peloponnesian league. On the other hand, Athens had founded the Delian league to liberate Greece from the Persians.

Expectation About the Internet Technology and Web Design

My Expectation about The Internet Technology and Web Designing Nowadays, Internet technology and web designing spread so fast. Most people today use the internet in order to acces any information they needed. computers are the most influential tools in our lives, they are our present and futureSo do I. I am very interested in this matter. From an early age I’ve always been deeply interested in computing. It was my dad, introducing me to the computer systems at his work place that first sparked this interest. I can always remember the feeling of wanting to know just how computers worked, why they worked and what else they could do.This interest never left me, only growing more profound and passionate with every new discovery I made. From communicating with an artificial intelligence to seeing the wonders of the Internet for the first time, computers have left me fascinated with just how much power yet mystery they hold. I took this course because I really want to learn more abo ut the internet technologies and web designing. I want to have my own website. I think that this subject is going to be hard because we have to know the coding to create a certain web page.I think the coding is like (HTML) Hypertext Markup Language  used to tell a browser how to present information or C++. But I am not worry much about this, because my lecturer will be teaching me and of course she will make me understand about this subject. She’s an expert in internet and web designing I will learn and focus on this subject so that it can help me to developed more on this subject in the future. I hope after I learning this subject, I could make and have my own web site. I will try my best to score an ‘A’ in this subject. InsyaAllah.

Mafia as Government Essay - 1149 Words

Mafia as Government History and Introduction The history of the Mafia began in the ninth century, when a secret society was formed to protect the people of Sicily. Sicily was occupied by Arab forces. A group of Sicilians fled into the countryside to escape, and later to fight, the encroaching forces. This group became the Mafia The group’s original intentions were to create a sense of loyalty and respect for tradition, culture and family. The Mafia protected its members interests and promoted protected individuals and businesses in exchange for loyalty and monetary tribute. As time passed, and the Mafia expanded to the Americas, the Mafia became more â€Å"criminal†, engaging in provision of illegal services and†¦show more content†¦Finally Holcombe puts forth the idea that, for a positive economic view, the hallmark of government is the ability to tax all parties within a given geographical region, for the purpose of financing its operations. (Holcombe) Mafia as Government Would the Mafia meet the criteria of Rand, Dahl, or Weber? Except in certain isolated instances, probably not. The United States federal government exerts coercive influence over practically all individuals or firms living or operating within its boundaries, not to mention state and local agencies. Of course, by any definition requiring a monopoly of use of force, whether spatially limited or not, the â€Å"real† governments don’t qualify as governments either. Following Holcombe’s definition, which does define the aforementioned federal, state, and local agencies as governments, where does the Mafia fall in respect to being considered as a government? In other words, can it be argued that the Mafia has the power to â€Å"tax† all businesses or individuals within a geographic area? Armed with only information from hearsay and popular culture, the answer would have to be yes. 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