Sunday, May 5, 2019

Resistence to Change Case Study Example | Topics and Well Written Essays - 1250 words

Resistence to Change - Case Study ExampleThe report further asserts that, omit of communicating across the placement heightened opposition because majority of employees were unaware of impending ex careens that were being introduced (Griffin & Moorehead, 2012). In above connection, deprivation of single culture to integrate the whole organization was a significant source of shield to multifariousness because al about every department at NASA had its own culture different from other departments (Griffin & Moorehead, 2012). Lack of halal risk mitigation measures in place to consolidated organization culture, was major factor that caused resistance to change (Columbia Accident probe Board, 2003). The report suggested that, termination of risky flights was not solution of reducing escalated cases of accidents but quite NASA should focus at establishing structural procedures that guarantees sustainability of a safety culture (Columbia Accident Investigation Board, 2003). Therefo re, this analysis focuses at providing an insight of Columbian mishap concerning resistance to change and how it contributes to accidents. The analysis will further focus on both individual and cultural resistance as well as the impact of the board recommendation on individual and structural barriers. Individual sources of resistance to change and their causes The Sources and causes of individual resistance could be attributed to many factors that may include fear for unknown. People tend to fear uncertainties that may to occur as a result of change (Griffin, & Moorehead, 2012). This is because individuals find it difficult to cope with dynamics for instance, it can be scrutinized that lack of preceding cultural integration within all departments at NASA brought great resistance (Columbia Accident Investigation Board, 2003). Additionally, softness to adjust and start doing things using new ways may make people fear change and therefore, they may develop resistance. Inability to adjust may be overcome by ensuring that there is high-octane and effective integration of NASA cultural goals and mission during the earliest juncture possible (Columbia Accident Investigation Board, 2003). In above connection, it can be scrutinized that individual developed resistance to change due to a lack of effective communication, whereby, NASA engineers could not effectively communicate safety measure to the management leading to individual resistance (Columbia Accident Investigation Board, 2003). On the other hand, NASA managers failed to communicate issues raised by engineers to all the departments leading to resistance among employees because changes were introduced without a prior notification (Columbia Accident Investigation Board, 2003). Lack of proper leadership within organization contributed significantly to individual resistance because managers were not involved in directing employees on what to do to escort that safety standard were being observed. According to a report by Columbia Accident Investigation Board 2003, misunderstanding between managers and NASA engineers was significant source and cause of resistance. Structural sources of resistance to change and their causes The most common sources of resistance to change include inertia within the organization structure (Griffin & Moorehead, 2012). Whereby, most organizations look into some mechanisms that enhance stability and sustainability making it difficult to

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