Training Objectives And Smart Goals

Many types of risk are created – risk to the project, to the organization, to the employees involved and to the individuals supporting the change.

43-45). Top-down change process provides prescription that has only been developed by top managers and given to lower cadre employees down the ranks to consume without their input. According to Bovey & Hede (2001, p. 540) resistance occurs at the individual level, where employees are motivated by psychological factors to change that include resentment, frustration, low motivation and morale, fear, and feelings of failure. At the same time, earlier publication by Yilmaz & Kilicoglu (2013, pp. 17-18) identified four factors that motivate employees to resist changes in the organisation: employees focusing on self- interests as opposed to those of the organisation, having inadequate understanding of

Virgin Islands under the T-Mobile and MetroPCS brands. Its competitors in the wireless communications industry are AT&T and Verizon which are the nation’s leading wireless and data services providers. They are much larger than T-Mobile, and their annual incomes are much higher than that of T-Mobile’s. However, T-Mobile is gaining popularity for its affordability, improved services and products, and also for its customer care services.

Metro and enterprise planning is a division of universal telecom company, and its responsible for handling two types of customer accounts in North America:

Resistance to change is an expected reaction of human nature. We are not accustomed to change, as it is possible to lead to failure; however, there are also ways to manage the resistance within the company.

The Metro Community will be defined as the Students and Staff of the Metro Early College High School.

Metro Ethernet can connect business local area networks (LANs) and individual end users to a wide area network (WAN) or to the Internet. Corporations, academic institutions and government agencies in large cities can use Metro Ethernet to connect branch campuses or offices to an intranet. A typical Metro Ethernet system has a star network or mesh network topology with individual routers or servers interconnected through cable or fiber optic media.

The organization provides wireless service through subsidiaries and operates its flagship brands such as T-Mobile and Metro PCS. T-Mobile is a national provider of wireless voice,

Sprint Nextel Corporation is a telecommunications company in Overland Park, Kansas. The company is third largest wireless telecommunications network in United States, with 48 million customers, behind Verizon Wireless and AT&T Mobility. The company was created in 2005 by the purchase of Nextel Communications by Sprint Corporation. On December 15, 2004, Sprint and Nextel merge to form Sprint Nextel Corporation. The former logo used by Nextel was re-branded with slight changes after the

In these instances, change is seen as evil and not "healthy". Change is not looked on as a positive opportunity and thus is rejected by the individuals in a company, which may result in incohesiveness within the organization and eventual collapse. Personal instances of resistance like those stated above often hold companies back because of their conservative views as they often result from lack of individual confidence in oneself to be creative. Stemming from personal instances of resistances is the occurrence of group resistance to change. Sources of group resistance to change include: Conformity to Norms (Inertia), Vested Interests, Sacrosanct, Rejection of Outsiders, Overdetermination, and threatened power. Vested Interests is probably the most interesting source of resistance because how can interest in being the best be a resistance? Vested Interests can be a resistance because it often promotes conformity to norms, as workers are less likely to contribute their ideas to the advancement of innovation and as a result the company suffers as past new ideas become old, and new ideas are needed to survive in the ubercompetitive business world today. Rejection of Outsiders can be looked on as positive or negative, but more negatively, thus placing it as a resistance to change. Rejection of Outsiders might cause more cohesion within a group to rely on each

Bolognese, A. (2002). Employee Resistance to Organizational Change. Retrieved December 2, 2006 from Internet, http://www.newfoundations.com/OrgTheory/

For most, resistance to change inevitable, for some it is their personality and others it is fear of the unknown. Organizational structure may change through downsizing, outsourcing, acquisitions, or mergers. In this paper, I will be examining resistance to change during a merger and how to manage this type of stressful and many times unclear change in an organization. There are three key strategies for managing resistance to change; communication, participation, and empathy and support. Throughout this paper I will discuss the three strategies above as well as some other contributing factors to change in an organization.

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case:

In a span of less than 10 years Metro opened 25 stores in Moscow and further expanded to other states of Russia with the small store concept.

METRO’s success story began over 4 decades ago in 1964, with the opening of its first wholesale distribution center in Germany. Today, the company is a leading player in almost every market it operates in, with around 700 wholesale