Answered: Match each source of resistance to…

Match each source of resistance to change with the best way to overcome resistance from this source. Organizational factors Choose.. Individuals Choose... Leaders Choose... > > >

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter11: Managing Change And Innovation

Section: Chapter Questions

Problem 10EE

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Concept explainers

Team Dynamics

Team dynamics, in business communication, refers to the relationships, opinions, and behaviors within a team of employees involved in a project. When working as a team, team members adopt particular attitudes and behaviors.

Question

Match each source of resistance to change with the best way to overcome resistance from this source.
Organizational factors Choose...
Individuals
Choose...
Leaders
Choose...

p v Choose...
Develop flexible systems to pay overtime and conduct other operational functions during an event
Clearly explain roles and responsibilities during a bioterrorism event
Stress the importance of remaining open to new ways of doing things

Expert Solution

Step 1

Organizational resistance implies the resistance that employees shows while implementing any change. It makes the organization to become outdated due to inflexibility to adapt the changing environment.

Organizational factor: "Develop flexible systems to pay overtime and conduct other operational functions during an event."

Individuals: "Clearly explain roles and responsibilities during a bioterrorism event."

Leaders: "Stress the importance of remaining open to new ways of doing things."

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Involving Allies and Advocates at Levi’s Like Rakefet, Chip embarked on the change process with no illusions about the challenges of leading change and the work involved in engaging people in those efforts. In the following videos, Chip and his team walk us through the methodical work they did to engage people who were often hesitant and skeptical so they could mobilize the company to change. What might the impact on the organization be by not allowing excuses, not accepting even extenuating circumstances, and instead focusing on whether sales and profit were growing?
Creating Forums for Open Exchange Why is answering questions in an open forum important for leading change? Have you held or attended a “Chip(s) and Beer” type Q&A at your organization? In your experience, how does it build a leader’s credibility?
how can leaders build a culture of innovation through i. Embrace a Multi-Faceted Approach to Innovation, Starting at the Bottom ii. Choose Your Approach to Innovation Metrics Wisely
Select the best answer from below. According to William Bridges, to deal with non-stop change leaders should: Sell solutions, not just problems. Learn about history to prepare for the future. Help people develop the mindset that change is the new norm. Align their identity with organizational objectives. Remember the past so you don’t repeat it.
When organizational change is implemented by the organization and higher-level executives to lower-level leadership and/or management, why leaders should not reject resistance to change from employees? What several factors should influence someone decision that leaders should accept resistance to change and not reject it?
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As a manager, how would you deal with resistance to change when you suspect that employees’ fears of job loss are well founded? To tap into the experience of battle-tested soldiers, the U.S. Army began encouraging personnel from all ranks to go online and collaboratively rewrite some of the Army’s field manuals in a Wikipedia-like fashion. When the rank and file showed little interest, one retired colonel suggested that top leaders should make soldiers participate. Does coercion seem like a good way to implement this type of change? Discuss.
Discuss the view that employees who resist organizational change are ‘just lazy’. Your answer should demonstrate your understanding to the concept of resistance to change, reasons of resistance, how to manage resistance by referring at least to one of managing resistance models, and the effects of resistance to organizational change.
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Why should resistance to change be welcomed by leaders and not squashed? Why is it important that the resistant voices should be heard and not automatically squashed?