Vineet Nayar Response Paper

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.

QP engaged Nayania in participating in a CBT activity geared towards self-respect. QP explained to Nayania that the activity will her discover that the way to gain self-respect, is to behave in ways that would make her feel good about herself. QP explained to Nayania that a person gest respect, when they respect themselves and are respect to others. QP asked Nayania if she is respect herself. QP explained to Nayania the meaning of having self-respect. QP provide Nayania with a scenario in which person lost self-respect after being persuaded to steal something from a store, which caused depressed feelings. QP discussed with Nayania how the person lost their respect in the scenario and what they did to gain their self-respect back. QP asked

Riviera Nayarit, which runs for 200 miles along Mexico’s Pacific coastline, is one the most preferred fishing vacation spots in Mexico, besides the world. In addition to fishing, you can find charming beach villages and learn of the area’s colonial history.

The resistance from employees and managers is normal and can be addressed. Persistent resistance, however, can threaten a project. The change management team needs to identify understand and help their leaders manage resistance throughout the organization. Resistance manage is the process and tools used by managers and executives with the support of the change

"If you could ‘design’ your own child, would you?", an article written by Vivek Wadhwa, discusses a research conducted by a team of scientists, led by Shoukhrat Mitalipov, of Oregon Health and science University. In this research they discovered that it is possible to safely and efficiently alter defective genes that cause inherited diseases. Vivek Wadhwa is a professor at Carnegie Mellon University, and a director of research at Center for Entrepreneurship and Research Commercialization at Duke University.

The organization must implement specific strategies to identify and resolve resistance to change. O Connor (1993) stated "In an organization, resistance is opposition or witholding of support for specific plans or ideas. It can either be intentional or unintentional, covert or overt" (p. 30). Employees will likely consider how change affects them personally and that may naturally cause some resistance. One of the most important things an organization can do to minimize resistance is to address these personal concerns. It is also important to identify any potential loss or gain that comes from implementing, or not implementing, the change initiative. Leaders

Section 2: Key points. According to the text, one of the lack of success of organizational change is "resistance to change." Researchers note that "resistance kills change" and is potentially one of the nastiest, most debilitating workplace cancers and there isn't a more potent, paradoxical or equal opportunity killer of progress and good intentions (Palmer et al, 2009, p.159). There are a number of reasons why organizations and people in general resist change; the list is as follows: 1) dislike of change; 2) discomfort with uncertainty; 3)perceived negative effect on peoples personal interest; 4) their attachment to the established organizational culture or identity; 5) a perceived breach of psychological contract between employer and employee; 6) the lack of conviction that the changes are actually

Fortunately, it has been established (Bateman and Zeithaml), some steps can help managers to overcome resistance changes in organization. One of demonstrated methods is communication and education. According to (Elving, 2005, cited in DiFonzo and Bordia, 1998; Lewis and Seibold, 1998; Schweiger and Denisi, 1991), “communication is vital to the effective implementation of organizational change”. Therefore, workforces should understand about processing change in company before organization announcing the changes through commercial reports, meeting or individual discussions. Then, employees will be became a part of overcome resistance by participating in activities during the period of organization change such as design and implementation. Another solution to against organization change is through assistance and encouragement. For example, during phases of change, employees will be ensured that they will be provided the resources help them make the change. Besides that, (Managing Change and Transition) the managers also support employee’s efforts and listen to their troubles as well as accept initial their

The most dramatic example of resistance to change that I have encountered has been the change to an electronic medication administration record (MAR) and electronic treatment administration record (TAR). In response to some major systems issues with the paper MAR/TAR system, the corporate team for our skilled nursing facility (SNF) decided that our facility would transition to an eMAR/eTAR system. However, this was not communicated to the facility until the Monday prior to the anticipated Friday rollout. The facility was also in our survey window and State was expected any day. Understandably, staff was unhappy and even angry, mostly of the unknown and how it would impact their workflow.

Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome

Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and

One of the most difficult tasks for managers is to manage their employee’s resistance to changes within the organization. It is clear that change is an unavoidable element found in all organizations and one of the main reasons of stress for employees. This is why some employees experience difficulties coping and adapting to it.

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:

When an organization is implementing change, there is usually resistance from its members. The resistance is usually brought about by the members’ fear of the uncertainties related with the change. For instance, there are instances when some organization members fear that the changes might lead to them losing their jobs. In order to avoid such fears, leaders are supposed to employ innovation when it comes to implementing change.

Resistance to change is always an obstacle for organisation when they try to implementing change. But what is resistance