Overcoming Resistance to Change
Overcoming Resistance to Change
Kathy Bunch
Indiana Wesleyan University
Philosophy of Corporate Culture
MGT 441
Rand Oliver
June 26, 2013
Overcoming Resistance to Change Change at the Harris Products Group has been impacted greatly over the last eight years. The company was acquired and became a subsidiary of a publicly traded parent company, merged with another subsidiary, and become a global manufacturer. To be able to accomplish this, the leaders of Harris had to make many changes. Like Harris, companies should always be on the lookout for ways to grow or to change how they do things so they do not become stagnant. However, most employees do not like change no matter how small. So, when employees resist change, how can an organization overcome this resistance? My research shows that an organization needs leaders that can motivate and inspire others. The leaders also need to understand the need for change and work together to implement any changes that are needed in an organization. Through strong leadership, an organization can overcome resistance to change. Bliss (2012) states “The rate of major organizational change has accelerated dramatically in this decade. Experts have estimated that 30 years ago the largest companies typically had only one or two simultaneous enterprise-wide change initiatives; today, that number is 20 to 25 changes.” This is true for Harris as they are currently implementing a global HRIS system that includes manager and employee self-serve modules. For the first time the Human Resource Department will have access to employee information around the world, managers will have access to their direct reports information, and employees can review their HR information and update certain aspects themselves. Harris just rolled out their 2020 vision, is in the process of acquiring another company that will complement their business, and has recently hired a new Vice President of Sales. As change initiatives
Kathy Bunch
Indiana Wesleyan University
Philosophy of Corporate Culture
MGT 441
Rand Oliver
June 26, 2013
Overcoming Resistance to Change Change at the Harris Products Group has been impacted greatly over the last eight years. The company was acquired and became a subsidiary of a publicly traded parent company, merged with another subsidiary, and become a global manufacturer. To be able to accomplish this, the leaders of Harris had to make many changes. Like Harris, companies should always be on the lookout for ways to grow or to change how they do things so they do not become stagnant. However, most employees do not like change no matter how small. So, when employees resist change, how can an organization overcome this resistance? My research shows that an organization needs leaders that can motivate and inspire others. The leaders also need to understand the need for change and work together to implement any changes that are needed in an organization. Through strong leadership, an organization can overcome resistance to change. Bliss (2012) states “The rate of major organizational change has accelerated dramatically in this decade. Experts have estimated that 30 years ago the largest companies typically had only one or two simultaneous enterprise-wide change initiatives; today, that number is 20 to 25 changes.” This is true for Harris as they are currently implementing a global HRIS system that includes manager and employee self-serve modules. For the first time the Human Resource Department will have access to employee information around the world, managers will have access to their direct reports information, and employees can review their HR information and update certain aspects themselves. Harris just rolled out their 2020 vision, is in the process of acquiring another company that will complement their business, and has recently hired a new Vice President of Sales. As change initiatives