The Need of Changing in Organizations

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Organizations age, and grow seeking specific goals, while the organization constructs and reconstructs a number of these organizations develop negative habits, and processes adapting to changing circumstances. History and today’s society has recognized that change is necessary to meet the ever-changing needs of the individuals and the environment. Today changes are necessary to retain a competitive lead, or factors based on the economy. Change has never been an easy process as resistance is always present, with impediments existing at all levels from the organization as a whole down to individual staff members. The responsibility lies with the senior managers to recognize the source and build a plan to remedy the resistance before it hampers organizational growth (Akin, Dunford, & Palmer, 2006).

Resistance to change causes both organizational and individual

Organizational causes

Organizations as a whole can have resistance to change as individuals, and culture influence them. When organizations are looking at change, the important factor is recognizing that the individuals in the organization and the organization itself exist in a social setting. Changes that occur within the organization are based on the response to the culture or need of the environment in which the organization operates. Below are some causes for an organization to resist change:

Causes for organizational resistance to:

• Change affects parts of the decision-making process.

• Control- individuals having control characteristically do not want to let go of the control.

• Fear of the unknown- organizations due to the unknown may be afraid of change.

• Organizational goals not meeting the needed change or the goals require change in order to fit...

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...mental, reactive, or strategic the Lewin change model works.

Managing change includes a broad assortment of change model strategies for an organizations management team to select from for the organization to achieve successful change. Kurt Lewins change model of a three-step program provides an organization to outline a plan that assists in visualizing the plan, and managing each of the three steps unfreeze, change, and refreeze stages of change.

Works Cited

Akin, G., Dunford, R., & Palmer, I. (2006). Managing Organizational Change: A multiple

perspectives approach, Retrieved from The University of Phoenix eBook Collection database.

Connelly, M. (2014). The Kurt Lewin Change Management Model. Retrieved from

Resistance to change. (n.d.) Retrieved from
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