Your next step will be to identify five reasons that employees tend to resist change in an organization and provide at least one solution for each reason.

For this assignment, you will be discussing customer value and what can influence it.

• Start by defining organizational development in your own words. What was your understanding of organizational development prior to this week’s reading? After defining this in your own words, describe how your definition has changed as a result.
• Next, describe the process of change management and why it is important to organizational development. What is involved? What needs to be done? Who needs to be involved? 
• Your next step will be to identify five reasons that employees tend to resist change in an organization and provide at least one solution for each reason. How can management and leadership minimize the negative impacts of change on an organization?
• Finally, conclude with a summary of how a culture of change and acceptance can be established and why this matters.

Your paper must include:

• A title page and reference page formatted according to APA
• Paper structure: Introduction, Main Body and Conclusion.
• At least two citations per page.
• A minimum of three outside references
• A minimum of six pages of content formatted according to APA.

TEXTS REQUIRED:

Mullins, L.J (2007). Management and Organisational Behaviour (8th Edition). Prentice Hall: London (Main course text book).

Johns, G., and Saks, A. M. (2014). Organizational Behaviour: Understanding and Managing Life at Work (9th Edition), Toronto: Prentice Hall

Gibson, L, Ivancevich, J.M, Donnelly, J.H, Konopaske, R (2012), Organisations: Behaviour, Structure, Processes, 14th Edition, McGraw-Hill, Seoul

Moorhead, G., and Griffin, R. W. (1995). Organizational Behavior: Managing People and Organizations (5th edition). Houghton Mifflin: Boston

Wagner, J. A. and Hollenbeck, J. R. (2010). Organizational Behavior: Securing Competitive Advantage. Routledge: New York.

Sample Solution

Introduction:

In today’s competitive business environment, organizational development (OD) plays a significant role in improving the overall performance and effectiveness of organizations. OD involves various strategies and techniques to enhance the organization’s culture, structure, and processes. The primary aim of OD is to facilitate change and manage employees’ resistance to change to achieve the desired outcomes. This paper defines organizational development, explains the change management process, identifies reasons for employee resistance to change, and proposes solutions to minimize negative impacts. Finally, it highlights the importance of establishing a culture of change and acceptance in organizations.

Defining Organizational Development:

Organizational development refers to a systematic process of planned interventions aimed at improving organizational effectiveness, productivity, and employee satisfaction. OD involves various strategies, such as training and development, process improvement, team building, and change management, to enhance an organization’s culture, structure, and processes. The primary goal of OD is to facilitate change by improving communication, collaboration, and employee engagement. OD also involves creating a supportive work environment that fosters continuous learning and development for employees.

Prior to this week’s reading, my understanding of OD was limited to process improvement, team building, and training and development initiatives. However, after reading about OD, I have a broader perspective on its scope and significance in enhancing organizational performance and competitiveness. I now understand that OD involves various interventions aimed at improving organizational culture, structure, and processes, and it requires the involvement of all stakeholders to achieve its goals.

The Process of Change Management:

Change management is a crucial component of OD that involves managing employees’ resistance to change and facilitating a smooth transition from the current state to the desired state. Change management involves various steps, including planning, communication, implementation, and evaluation. In the planning phase, organizations identify the need for change and develop a clear vision and strategy for achieving the desired outcomes. This involves analyzing the current state, identifying the gaps, and determining the resources and support required to achieve the desired state.

In the communication phase, organizations communicate the change vision and strategy to all stakeholders, including employees, customers, suppliers, and partners. Effective communication is essential to ensure that everyone understands the rationale for change, the expected outcomes, and their role in the change process. In the implementation phase, organizations execute the change plan and monitor the progress against the expected outcomes. This involves providing support, training, and resources to employees to facilitate the change process.

In the evaluation phase, organizations assess the effectiveness of the change and identify areas for improvement. This involves measuring the progress against the expected outcomes, identifying any unintended consequences, and taking corrective action to address any issues that arise.

Reasons for Employee Resistance to Change and Solutions:

Employees may resist change for various reasons, including fear of the unknown, loss of job security, lack of trust in management, and disruption of work routines. The following are five reasons for employee resistance to change and proposed solutions to minimize the negative impacts:

1. Fear of the Unknown:

Employees may resist change because they are uncertain about the implications of the change for their job security, roles…NEED A COMPREHENSIVE ANSWER? POST YOUR ORDER