Resistance to Change

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Date Submitted: 07/08/2014 06:27 PM

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Resistance to Change

Alec (Huu) Tran


May 15, 2014

Susan Tonkin

Resistance to Change

The change model of Lewin’s consisting of three steps; Unfreeze, Transition and Freeze (“Change management consultant”, 2014). Understanding of those steps and how to identify and apply it, can benefits in accomplishing of the change with a way to deal with any resistant might stand in our way.

The Unfreeze Stage – Identify the problem at hand, come up with a solution and communicate the change.

Starting out in the R&D Automation sector of the company, Tom got introduced into the portion of assembly and testing of all in-house automated equipment. After being there for two years Tom’s skill got improved. The experiences of assembling of all the automated equipment made Tom the one with the best knowledge of them all. When the chance pop up with an opening position of lead automation technician in the automation sustaining department, Tom took the chance asking to be transfer to that sector sinking for new challenge. The challenges are exactly what Tom got. All of the sixty plus in-house automated systems has been used and abused for the last ten to fifteen years, with the exception of the ten new which were assembled by Tom are somewhat in a decent to good shape. The automation sustaining department only support of what is day-to-day operations. There were no PM schedule to work with; on top of that all the technicians were lack of basic skills and knowledge of a base line technician supposed to have. The tasks being caring out on day-to-day basis were patching up and runs until break and patch up again. The only thing he hears his technicians say were “we are underman, therefore nothing gets done”. Tom listened, but carefully study and gather information on his own. It took several weeks shadowing other technicians during their trouble call tasks. Tom came to a conclusion that the way business was conduct was poor. Most technicians were lack of training,...