Unit 4 Discussion

11 unread reply.11 reply.

In 2-3 paragraphs, respond to the following. Your initial post should be substantive and be supported by course concepts. Read and respectfully reply to your classmates’ posts to create dialogue and further learning.

Referring to course readings, 1. Explain why people are resistant to change? and 2.  What are some considerations or methods to reduce this resistance?

Please respond by 6/30/2021 so I can see my peers post and send them to you

Link to reading material is below… 


First peer below

I believe people are resistant to change for many reasons. One reason may be because the person is scared of the change. Meaning they have done something a certain way for so long they are afraid they will not be able to do it a new way. Another reason could be not knowing the reason for the change. For instance, if someone doesn’t know why there is a change they may be more resistant to make the change. One last reason I will list is not know the benefits. If one knew the benefits the change could have, I think they would be more likely to accept the change and not resist.

There are ways to help reduce this resistance. A couple different ways to help is the Kotter’s change model or the Lewin’s change model. They were both created to reduce resistance to change within organizations. In short, they help resist change by communicating what the change is, why there is a change, when the change will take place, how the change will affect everyone, and the benefits of the change. In other words, the more knowledge the people have about a change, the less likely they will be to resist the change. And may even embrace the change.

Second peer below

People are often resistant to change basically out of a combination of familiarity and of fear of the unknown. Any new procedure or technology carries with it some uncertainties—how long will it take to learn how to use it correctly? Will it work better or worse than what we are doing now? Will my work suffer if I can’t adapt to it well enough? Many people would rather continue on with what they are used to—even if they know it isn’t perfect—than take risks with something they’re not familiar with.

Our textbook states that in appreciative mindset, leaders assume people will embrace change if they are respected as individuals and encouraged to express themselves. This suggests that people would not desire change if the work culture makes them feel they do not feel respected. A way to encourage people to embrace change would be to first get their opinions before trying to implement the change—what do they feel needs to be changed, what do they like about the current system, and any ideas they have for implementing a change.

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