HRM 660 Ashford University Breaking Through the Resistance Discussion

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hrm 660

ashford university

HRM

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Question 1

Read the article “Overcome the Five Main Reasons People Resist Change (Links to an external site.).” After reading the article, identify three reasons for resistance to change. Which of these reasons is likely to be the most critical in your organization? As a leader, how would you overcome this type of resistance?

Question 2

Organizations face substantial change on a regular basis. Technology, outsourcing, and restructuring through downsizing or rightsizing are some of the key reasons for change.

Assume you are receiving news that you are the point person within your department/division for one of the change factors listed above. What are the barriers you must address that could challenge the change initiative? What steps will you use to facilitate a successful change process?

Each response should be a minimum of 300 words.

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Explanation & Answer

Completed the assgnment, the outline and the plagiarism report.

Running head: BREAKING THROUGH THE RESISTANCE

Breaking through the Resistance
Students Name
Institution Name

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BREAKING THROUGH THE RESISTANCE

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Question 1
Leadership may concern leading, but it is important to note that it is also about change.
Change may involve anything based on leadership preference. However, a major disadvantage is
that leadership is often faced with resistance to change. The three reasons why people resist
change include; (1) fear of the unknown; this is a type of resistance that occurs when
inadequate information is provided to change. (2) mistrust is the second reason, and this occurs
when the individual implementing change isn't as trusting. (3) bad timing is often the common
reason individuals implement change over a short period, thus initiating resistance (Quast, 2012).
Of the above reasons, the one that is critical to my organization is fear of the unknown.
When implementing change, information is essential in allowing employees to understand the
reasons for the change. Little information often cr...


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