IM - Unit 9 - Annie Namgoong

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Purdue Global University *

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Management

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Feb 20, 2024

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1 Annie Namgoong MT140 Introduction to Management Unit 9: Resistance to Change Purdue University Global Dr. Brenda Harper 11/21/2023

2 Introduction Throughout all walks of life, individuals will experience change. This can be both personally and/or professionally. Change is inevitable and, at times, not always received well by those impacted. For an organization to be successful, it goes without saying that the company must be able to quickly adapt to changes. Organizations will need to be successful in adapting to change if they intend to have longevity. This requires the leaders of the organization to have demonstrated success in leading others through change. Resistance to change can negatively impact an organization as it will impact the company’s ability to remain current, innovative, and advance within the industry. Managing Change PG Industries (PGI) has just received the proposal for the new training program, but it is being met with resistance. The training program will impact three departments directly and one department, customer service, does not seem to be on board. It is critical to gain the commitment of the impacted departments. The training program would otherwise be unsuccessful. The directive of creating the new training program came from the president of PGI who maintains legitimate power. The president is relying on the training program ensure better quality products and service across several teams. As a result of being met with resistance, several tactics for managing change will have to be implemented until the change is accepted. The strategies that will be used for PGI are to educate and communicate, provide support and resources, offer incentives to encourage change, and ultimately force the change (Bateman et al, 2020). Appropriate Change Methods Change is often met with resistance due to a lack of understanding and comprehension of the impacts of the change. It would be beneficial to begin by educating and communicating to the

3 employees on the highlights of the new training program. Employees want to feel they are being led with transparency. This helps to gain their trust. Employees follow leaders they trust. Great leaders motivate “us to go places that we would never otherwise go” (Maccoby, 2014). The director of customer service is not convinced this new training program affects their department and may need additional education and guidance to understand the impact. The impact the director of customer service can have on the remaining departments can be damaging to the program and will require that support and resources be provided to supplement the training program. PGI will need to take steps to provide recursive training and knowledge checks to ensure the employees feel supported during this time of change. Each department will be provided department-specific training that highlights the impact and benefits the roll out of the program will have for them. PGI will also need to remain open to feedback during this process. Employees need to feel that their voice is heard. There are directly being impacted by the change and may be able to offer valuable feedback to enhance the program. During times when change is overwhelming and challenging, incentivizing employees can prove itself successful. Employees are often looking for the individual benefits for themselves as well. Providing an incentive to engage and participate in the program changes will lead them in a positive direction. With the direction of leadership, the employees will be implementing the new changes. Often, once involved in the changes, the resistance to the change is minimized. As a last resort, when leaders are unsuccessful with leading others through change, they may need to force the change. This should be asserted once other measures are taken. When subordinates are unreceptive, sometimes leaders “just have to lay down the law” (Bateman et al, 2020, p. 364). PGI’s future success is dependent on this new training program and the president has expressed how important to the organization it is for the program to be rolled out. If the employees remain resistant to change,

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