Change is everywhere, yet very few people seem to embrace the concept. We are, for the most part, creatures of habit and follow daily routines. When change occurs, our activities and thought patterns are disrupted. Write a four- to five-page APA formatted paper (excluding the title and reference pages), using a minimum of three scholarly sources in addition to the textbook, analyzing the internal and external factors contributing to an individual’s resistance to change. Describe a situation where you or someone you know was resistant to change as identified in one of following areas: Self-interest Lack of understanding Lack of trust in management Differing assessments of the need for change Low tolerance for change Explain whether the resistance to change was caused by an internal or external factor. Using Kotter’s theory for change, provide a plan for overcoming that resistance. What will be done and how will you know that the plan has worked?RUNNING HEAD: CHANGE
Coping with Change
BUS610: Organizational Behavior
Instructor: Stephanie Kern
December 20, 2016
Coping with Change
In this paper it will go into detail about a change and how it affects people every day. It
will explain why people have such a hard time when it comes to change and the different types
of change that happens. This paper will provide examples of change and how problems occurred
with change and what was done to resolve the problem. Then it will explain whether the
resistance to change was caused by an internal or external factor. This paper will be using
Kotter’s theory for change, and providing a plan for overcoming that resistance. Last it will show
you what will be done and how will you know that the plan has worked? You will have a full
understanding on how change affects someone and how to resolve it.
There are so many different ways people can react when it comes to change in an
organization. Most people do not cope well when it comes to change and it affects everyone
when this takes place. This is something that needs to be resolved as soon as possible because it
creates conflict in the workplace which causes problems and errors for the organization. The
different kinds of change in an organization is self-interest, lack of understanding, lack of trust in
management, differing assessments of the need for change, and low tolerance for change.
It is great to know each one so that you know how to resolve the problem accurately so
avoid conflict or the problem escalating. When someone is
I have been working at a place called Sumter Financial Services and when I first applied for the
position I was turned down for the Collection Manager position and then they called me a few
months ago and offered me a Customer Service position. I accepted the position and worked
there for ten months and they promoted me to the Assistant Manager position and I accepted. I
was very happy about this until I found out that the Collection Manager was not happy about this
situation and the change was not being handled well.
That is when I decided to do some research about change and how it can affect someone
to find a way to resolve this issue. The Collection Manager refuses to accept this change and
anything that I ask him to do or try to talk to him about certain problems he refuses to listen to
me and respect me as a manager. He acts like I am not in charge and feels that the need for
change was not necessary and that his job is in jeopardy. Employees resist change for reasons
of self-interest when they realize that levels of power, money, prestige, job security, and personal
convenience are at stake. The sunk costs doctrine suggests that over time a persons investment
in a company escalates—as pension funds accumulate and the persons allowed vacation time
rises, along with their chances of being promoted or enjoying the benefits of seniority (Baack,
2012). He used to be very friendly and motivated when it came to his job.
Come to find out that he has talked to several employees and he feels as if his job security
is on the line and that he will not be able to get another raise or be promoted because I became
the Assistant Manager. He feels that he has been with the company longer and he should have
been the one to become an Assistant.
Baack D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.
Retrieved from: https://content.ashford.edu/books/AUBUS610.12.2/
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