Bus 610

Ever Changing Norm

Urese S. Wiley, II

Organizational Behavior

Dr. Magdy Hussein

22 June 2015

Ever Changing Norm

There is a saying that the only thing that remains constant is change. As and ever evolving organization tries to maintain and expand its influence and stake in a particular arena, there will almost certainly be the need for change in order to remain relevant and meet the organizational needs within a company. However, the people who are happy ro and look forward to change are extremely rare. Most of the individuals within an organization will resist change as they have grown accustomed to a particular way of doing business within the organization and do not wish to look for ways to improve a process in which they find comfort. As Kotter and Schlesinger posited, employees resist change for a variety of logical reasons. Amongst them the more common reasons are self-interest, lack of understanding, lack of trust in management, differing assessments of the need for the change, and a generally low tolerance for change (Baack, 2012). In the following paragraphs, we will look at a scenario where an employee was resistant to change, explain whether the resistance was caused by internal or external factors, and by utilizing Kotter’s model, come up with a plan on overcoming that change. In the end we should be able to ascertain what will be done and come up with a way to tell if the change management techniques utilized took hold in the individual.

The scenario that we will be dissecting is one where the job title and duties of an employee were going to change dramatically within the organization. As a member of the military, there are certain parts of the job that an individual’s input carries very little to no weight. One of these situations is when the military is determined to change the way that it conducts business on a large scale. Once the decision has been made, there is no stopping the hands of fate. One such change...