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CHANGE & DECISION-MAKING.
Term Paper ID:26956
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Essay Subject:
Examines change management, sources of resistance to change & advantages of group decision-making.... More...
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5 Pages / 1125 Words
4 sources, 7 Citations,
APA Format
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Paper Abstract:
Examines change management, sources of resistance to change & advantages of group decision-making.
Paper Introduction:
Finance and Accounting
The Just in Time system is often referred to as a management philosophy of doing business rather than a technique for improving efficiency. What are the difficulties that occur when a new system such as Just in Time is introduced to replace the traditional system emphasizing the areas of difficulty and the key issues that arise?
Change Management
Recognizing that resistance to change is sure to occur in most organizations, effective managers seek out such resistance, preferring to focus on issues that may not be underlying the problem rather than ignore conflicts in the making (Mariotti, 1998, p. 140). It is through confronting resistance to change that managers are able to demonstrate their concern for their employees, helping to
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Themore involvement that individuals have during this potentially impersonalprocess, the greater the likelihood that the decision will be successfullyaccepted and implemented (Hollenbeck et al, 1995, p. It is throughconfronting resistance to change that managers are able to demonstratetheir concern for their employees, helping to direct and bring personalagendas into line with company goals and objectives. 97). If groups are toolarge to have all members in attendance, the group should be represented bymembers including all levels of the hierarchy and any significantsubgroups. Fewindividuals involved in resisting change in the workplace intend to beunproductive or have a negative effect on themselves and their co-workers.Instead, these individuals are trying to meet their needs and achieve apersonal outcome, which is generally in keeping with the goals of theorganization. This technique requires that managers be closelisteners and that they can develop creative solutions that meet not onlythe needs of the employees, but also the needs of the company as a whole.In order to fuse such a solution together, managers need to understand themany components of resistance to change, including its source. This can lead to creative suggestions and also create anatmosphere where individuals are less inclined to view the change as beingimposed on them (again, taking away their sense of control) andcontributing to an environment where the change is one in which theyparticipated. 12). Sources of Resistance to Change The most common sources of resistance to change are personal styles,values, goals/objectives, job perspective, skill level, levels of personalsecurity, and needs for personal success (Nierman, 1994, p. 13). Effectivecommunication, understanding of and the eventual acceptance of a solutionare closely related to one another, and group decision making enhances thisinterrelationship and can greatly reduce both individual and groupresistance to change (Hollenbeck et al, 1995, p. In this sense, a group setting helps reducethe lack of control, which can contribute to the resistance to change.Provided that good information is provided in an intelligent manner and aclimate exists in which individuals are not compelled to defend theirpositions, a group will move toward those ideas which offer the greatestbenefit to the group and help it achieve its objectives (Dauphinais &Price, 1998, p. (1994, March). In this way, previous resistance to change canserve as the source for new resistance in the future (Nierman, 1994, p.98). Across the Board, pp. 97-98. Similarly, the give-and-take discussion in a group can bringabout new ideas that may not have been thought of by an individual actingalone. Group Decision Making A group solving problems together will provide participants with abaseline of common understanding and information that cannot be replicatedin a memo or through less personal means. Industry Week, p. ReferencesDauphinais, G. Finance and AccountingThe Just in Time system is often referred to as a management philosophy ofdoing business rather than a technique for improving efficiency. Leftwithout resolution, such resistance can result in lost productivity, poormorale, and high employee turnover, all of which are counterproductive tothe organization's objectives and all of which make it difficult for thecompany to stay on track and meet its goals. So long as the resistance is keptnonpersonal, there is the strong possibility that it can be resolved tomutual benefit and that neither party (the employee or the company) willcarry hostile feelings toward the other in the future. Journal of Applied Psychology, pp. Regardless ofthe technique that is used, finding the ultimate source of the resistanceis critical to its final effective resolution. The Challenge of change. (1995, April). In some cases, individuals who have objections tothe change are satisfied to have their objections heard. The last step in overcoming resistance to change is both the mostimportant and the most troublesome: finding a solution that provides awinning resolution to both parties (in this case, the company and theemployee). (1998, April 6). Once managers discover problems, they need to isolate the essence ofthe conflict from the various influences around it. 292-316.Mariotti, J. Aside from individual resistance to change, there can also beresistance on a group level. Multilevel theory of team decision-making. What arethe difficulties that occur when a new system such as Just in Time isintroduced to replace the traditional system emphasizing the areas ofdifficulty and the key issues that arise? However, if theresistance is allowed to become internalized by the employee, long-termdamage may be done to the working relationship, with the result thatindividuals may have a more difficult time working within the corporateculture in the future. Food Processing, pp. This "win-win" goal works best when the intentions of bothparties are brought together and fused into one set of intentions thatmeets everyone's goals. Managing conflicts without conflict. (1998, June). R., et al. Different from the formal presentation of new ideas in a groupsetting, open discussion encourages members to be irreverent, to questionprecedent and to challenge the way that the company has historicallyperformed tasks. Another advantage of group decision making is that individuals comeinto a problem-solving situation with personal biases, needs, andperspectives. This type of resistance can be difficultto handle because individuals who come into the group are inculturated intothe resistance role without having any direct problems on their own. W., & Price, C. When thoseobjections are addressed and recognized as valid, the individual'sresistance can be overcome. Some managers have the participants list issuesthat seem most important to them and focus on those issues. 294). On an individual level, resistance can come from matters of substanceand not be personal in nature. Thus the sales group might embrace somechanges while engineering, or production might resist these same changes.To some degree, the sources of resistance to change on a group level aresimilar to those on an individual level, with parity and "fairness" oftencited as a significant objection. 14 .Nierman, L. 14 ). Change Management Recognizing that resistance to change is sure to occur in mostorganizations, effective managers seek out such resistance, preferring tofocus on issues that may not be underlying the problem rather than ignoreconflicts in the making (Mariotti, 1998, p. Individuals have the opportunity toenhance their self-esteem through their contribution and relationship tothe group. Perhaps the greatest advantage of group decision making is theinherent recognition in the process that problem solving is amultidimensional process that can involve a large number of people. A good experience in a group can generate enthusiasm and can becontagious, thus enhancing the morale of all group members. The commitmenttoward eventual action can come out of this teamwork, as well as from thebuilding of alternatives and even through the discussions that areassociated with group decision making. 12-13.Hollenbeck, J. Such group meetings are not necessarily bound to resolve issuesor develop action plans until the situation and issues are fully explored.Getting to the core problems within groups can be more difficult thangetting to core problems when dealing with individuals because of thenumber of employees involved; consequently, there should not be timepressure to reach a resolution for its own sake (Dauphinais & Price, 1998,p. Such involvement results in agreater sympathy toward the complexities of the problem, and sets thegroundwork for the group's acceptance of the eventual solution. A group setting offers an environment that legitimizes avariety of viewpoints. Damage done to others in the workplace is accidental, or maycome about because the individual involved feels that it is unavoidable. Radical change. This can be difficultto do since it involves cutting through the emotional influences andfinding the core subject. Healthy resolution tochange resistance can also be of benefit to those who are not directparticipants by providing the catalyst for long-term changes that may beoccurring throughout the company. 292). One of the ways in which group resistance can be handled is to have ameeting with all members of the group in attendance.
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