Organizational policies Assignment PDF
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Added on 2021-05-31
Organizational policies Assignment PDF
Added on 2021-05-31
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Table of Contents1.Introduction.............................................................................................................1Background................................................................................................................2Problem......................................................................................................................22.Research Objective.................................................................................................53. Theoretical framework:..............................................................................................54. Methodology............................................................................................................154. References:...............................................................................................................20
1.IntroductionBackgroundChange is the process in which one thing becomes different. It is considered as the stepping stone of growth and development. Change is expected in human nature. It is something humanity is dependent on to become better. However, resistance to change is a natural reaction because of the outcome that is anticipated with change on both psychological and physical level.Implementing change within an organization is one of the hardest task managers experience because of the resistance that they will face within the different levels of the organization. human beings tend to resist change even though change is usually affiliated with development, enhancing the workflow, increasing efficiency, and productivity. However, resistance to change is the result of many factors but the most common one is the fear of the unknown. Anxiety usually dawns upon organizations that undergo a change because of the unknown result of the change and the unknown effects that change will have on their performance, relationships with their fellow employees and other factors related to work.Resistance to change is classified into three different levels, organization level, group level and individual level. Each level has its own challenges and barriers to overcome by the management for them to implement the change as successfully and efficiently as possible.
ProblemOrganizational policies are often determined by higher level management while the implementation and effects of the implementation are experienced by the employees of the organization. These changes may lead to resistance to change since the employees anticipate a pending job loss, poor engagement, poor communication and lack of trust among many other reasons. While management may be aware of the possible reasons of resistance to change, it may be important for management to anticipate this reaction to change for them to be able to obtain buy-in from the employees and motivate them to adapt to changes in the organizational policies.1. Organizational level:When change is implemented on an organizational level, managers are usually given or stripped of authority and privileges, and here arises the resistance to change because managers are comfortable where they are and when change does happen then the level of concerns regarding underperformance is raised which might lead to suspension due to lack of fulfilment of new tasks and goals that are set by the newly implemented strategies. Large organizations have sets of policies that employees and managers must follow. This becomes a problem when change is implemented because new sets of rules and standards are introduced with the change which will force the managers to adapt to these new sets of policies which in its way introduce new challenges for the managers, therefore, managers tend to resist the change because they favor what they are used to when it comes to rules and standards. The culture within the organization also plays a role when it comes to resistance to change, because an organization is used to its norms and values, therefore when a change comes along, it interferes with the values that the organization is used to.
2. Group level:Working in groups can have many advantages such as dividing a task between the group members which speeds up the process of getting tasks and projects done. Therefore, forming groups within the organization is an advantageous strategy to boost the efficiency of the employees. However, groups tend to be united and harder to convince to change because usually, groups develop their own norms and values within the group to make it easier and more pleasant for everyone in the group to get tasks done. Therefore, when a change is implemented, groups tend to unite and resist the change because it usually threatens the group's cohesiveness. Working in a group within an organization is great for brainstorming and idea building, however, it can bedisruptive because group members tend to ignore the negatives of an idea to agree to each other’s views, this worsens the chances of adopting the change which will lead to resistance. There are many ways to prevent or reduce the resistance to change on a group level such as breaking up the groups or introducing new norms and values within the groups, this can be done through well-organized training sessions and seminars.3. Individual levelResistance to change on an individual level is a hard task to deal with in an organization, especially if many individuals are resisting change. Individuals usually resist change because of the insecurity of the outcome that will be the result of the change. Individuals tend to prefer the already known strategies that they have been a part of because it makes them feel secure and involved. Individuals within an organization that have an already set workflow tend to resist change because of their habits, they refuse to change their work habits because it makes them feel secure and that hinders them from implementing changes, therefore managers should help
individuals break their habits by encouraging them to implement the changes instead of resisting them. To decrease the resistance to change on an individual level, managers should ensure that the individuals are a part of the change process, they should feel included and have a saying in the change that is being implemented. 2.Research ObjectiveThe purpose of this study is to consider the role of leadership in impacting resistance to change. Research questions:What are the strategies that managers can adopt to minimize and control the impact of resistance to change? What strategies are used to adopt the change and implement it?What methods are used to implement a successful change and overcome the resistance to change?What is the role of leadership in leading the change?What they should take into consideration and what they should be aware of while change is required?3. Theoretical framework: According to Kurt Lewin, there are several powers that influence organizations to reject changes, while others push them to accept it. He developed a theory that
describes the counteracting powers of the organizational change. The force field analysis is an effective theory that helps categorizing and distinguishing powers, thosewho are aiming for the desired state, and those who are not.2.1 Lewin's Force Field Model: The model introduced by Kurt Lewin in the 1940s. The model shows forces that enable organizations to change and it shows the forces that prevent the organization to change. This model can also be used to show the effect of the resistance to change in the organization.As is shown in the figure above, forces to change are factors that push the organization to change. That contains a lot of different factors within any business that impose organization to change. Those forces are dependent on the business activities and growth strategies, which includes compensation for both internal and
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