ADMS 2400 Lecture 8: ADMS 2400 Tutorial 8 Notes
2 May 2018
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ADMS 2400 Tutorial 8 Notes – Organizational Resistance
Introduction
• While orgaizatios ight ot e ale to hage a idividual’s persoality, they
certainly have the ability to provide greater communication and respect, as well as
opportunities to participate in decision making.
• The researchers found that cynicism about change led to such outcomes as lower
commitment, less satisfaction, and reduced motivation to work hard.
• Organizations, by their very nature, are conservative.
• They actively resist change.
• You do’t have to look far to see evidee of this pheoeo.
• Government agencies want to continue doing what they have been doing for years,
whether the need for their service changes or remains the same.
• Organized religions are deeply entrenched in their history.
• Attempts to change church doctrine require great persistence and patience.
• Educational institutions, which exist to open minds and challenge established ways of
thinking, are themselves extremely resistant to change.
• Most school systems are using essentially the same teaching technologies today as they
were 50 years ago.
• Similarly, most business firms appear highly resistant to change.
• Case Incident—When Companies Fail to Change considers how the failure to innovate
has left a number of once leading-edge companies at the back of the pack.
• Six major sources of organizational resistance (shown in Exhibit 14-8)
• Structural inertia.
• Organizations have built-in mechanisms.
• Such as their selection processes and formalized regulations—to produce stability.
• When an organization is confronted with change, this structural inertia acts as a
counterbalance to sustain stability.
• Limited focus of change.
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