Analyzing Resistance: Case Studies in Change Management Strategies

This assignment provides solutions to two case studies focusing on change management within organizations. The first case examines the implementation of a new managerial approach at 'Mybank,' highlighting the shift from a bottom-up to a top-down strategy and the importance of employee commitment. It discusses the advantages and disadvantages of both approaches and addresses how to tackle employee resistance. The second case explores resistance to change in an Australian coal mine following the introduction of a new performance appraisal system, emphasizing the role of historical, political, and social beliefs. It also discusses the use of storytelling as a communication tool and the lessons learned regarding the importance of understanding employee perspectives before implementing change. Both case studies underscore the complexities of change management and the critical need for effective leadership and employee engagement. Desklib provides a platform to access these solved assignments and other study resources.

Week 2 Case study Answers:
Q1) Advantage of Bottom up approach
 Is used to determine the standard time required by a qualified worker to do a job.
 Improved planning and control of activities and to estimate future labour requirements
and costs,
 To identify the most productive workers and help management better assign and organize
workers to maximize output, reliable indices for labour performance.
Disadvantage
 To establish a hierarchy little extra time and extra efforts are needed
 Need to motivate employee
Advantage of Top down approach
 Total proceedings of the work are under the control of responsible official (Manager).
 Quality will increase as the focus of higher officials is more.
 It is the policy and practice of the management which creates and nurtures quality
conscious climate in the organization.
Disadvantage:
 As the single person is involved in the work the subordinate level employees will not
have a clarity of work allotted to them.
Q2) Employee commitment is most important for the successful management of change because
if the employee feels the work as his own he will keep all his efforts and the result will be 100%,
but if he don’t feel like that the result will be less.
Q3) The reasons for resistance to change by employee is not getting the correct result for the
effort which was kept by him or if he was not get appreciated for the work he has done the
suggested ways to tackle these obstacles are by providing some benefits for their work and by
encouraging them in such way that he keeps his more efforts to prove his efficiency.
Q4) Managing director serves as a facilitator of change because they will have more powers to
implement methods to bring changes than the subordinate level employees, he can improve the
quality by studying the working system thoroughly and he has to take some improvement
decisions from his subordinate employees also to bring out a change.
Q5) Palmer and colleagues six images (ideal types) of managing change are useful for
understanding the changes that happened in this case study because these roles play a major role
in change and they will help an organization a lot who plan to implement a change.

Week 3 Case study Answers:
Q1) Concept of resistance is important in helping us to understand the response of miners
because some of the new changes introduced by the system may not be accepted by the
employees due to their orthodox systems and also their historical, political and social beliefs to
which the employees got habituated.
Q2) Stories acts a vehicles to communicate with the next persons because no one believe in
things without any evidence based proofs and they will help us as an example to explain the
benefits of change and how the change will affect their lifestyle.
Q3) Story telling helps in some cases to make them understand for a change but in some cases it
is not useful because some people who got habituated to one work culture cannot be easily
adapted to a new change.
Q4) The miners generally viewed change as a threat to their sense of common identity because
they have more belief in their historical, political and social contexts of their life and another
reason for that is maybe they have more orthodox feelings.
Q5) The lesson that can be learnt from this case study is before implementing a change by a
system it should thoroughly study the thinking and capabilities of employees to accept the
change , otherwise those change will show some negative effects on the working environment of
the employees which will result in the negative impact of the organisation.