Management of Change Dominating and Contrasting Approaches

Question: Describe about the Management of Change for Dominating and Contrasting Approaches. Answer: Introduction This study deals with critically analysing the literature on resistance to organizational change. In this particular assignment, focus has been given in identifying tow dominating but contrasting approaches. This practically means demonizing versus celebrating the resistance to organizational change at the same time (Van der Smissen et al., 2014). This current segment critically explains both the approaches that fail in addressing the power relations in raising practical ethical and theoretical problems for understanding managing change. The main purpose of the assignment is to propose an alternative as well as more critical approach in understanding the power and resistance change in constituting organizational change in the most appropriate way. The current segment highlights mainly in power-distance relations lying between the hearts of organizational change in an effective manner (Taylor Schaffer, 2013). In the second part, ethical implications to change are explained with prope r justification for future analysis purpose. In other words, resistance to change need proper management for attainment of goals and objectives in given form. Resistance of change demonised as a problem that needs to be managed in an organization In order to understand resistance to change concept, article is taken from Scandinavian Journal of Management titled as Reframing resistance to organizational change. Resistance to Change is mainly the action undertaken by individuals as well as groups regarding the change occurrence for specified time. In real terms, it refers as the change in and within organization (Rigby Bilodeau, 2015). In other words, Resistance equivalent with objections with sales as well as disagreements According to Nastase et al., (2015), Resistance can be in various forms like active, overt, individual as well as passive and covert. It is important to understand concept of resistance to change at workplace and manifesting with it over time. Resistance to Change considers as the act of opposing as well as struggling within modifications or any types of transformations that alters status quo at workplace organizations (Jacobs et al., 2013). It depends largely from the actions individuals undertake in introducing the change in any business organization that gives rise to resistance to change. On the contrary, proper introduction as well as adoption will help in minimising the resistance as well as avoiding the process of dealing with employee resistance in the most appropriate way (Brownet et al. 2016). As rightly put forward by Lozano (2013), it requires mindful decisions in identifying the cause behind resistance to change. At the time of introducing change, it requires enough effort in managing the stages of change adoption. This is where employee adopts as well as integrate changing work environment. Addition to that, it need extra burden in managing the employee resistance even if it could have been avoided if handled with care and passage of time (Hornstein, 2015). As opined by Hayes (2014), Managing Resistance to change is a challenging task. On other hand, Employees mostly remains against in any kind of change at business organization. They shows uncomfortable attitude for change management systems at workplace. Therefore, Resistance to Change takes place as it threatens the success of particular business venture (Brownet et al. 2016). This majorly affects speed by any business organization who adopts innovation activities in desired form. This means affecting the feelings as well as opinions of employees at various stages of adoption process. In other words, it majorly affects attributes like productivity as well as quality and relationships at any business organization (Hassan, 2016). In the recent changing business environment, change is pervasive in nature. Managers perceive resistance on negative activities. Employees Resistance plays important role for organizational change (Haslam et al., 2014). Change defines as the actual physical changes for operational activities for emotional stimulation. Employees lose comfort level for viewing at the competency for possessing financial security for networks for future analysis purpose. One of the most baffling problems happens whereby business executives facing employee resistance to change. This resistance takes into consideration persistent for reduced resistance output. It is increasingly popular in dealing with change resistance for being involved in participation for managerial decision-making process (Hargreaves et al., 2014). It is one of the key problems in understanding the true nature of resistance. On the other hand, employees resist on viewing at the technical changes rather social changes. It requires unde rstanding of change in human relationships in accompanying with technical changes in an overall manner. Resistance occurs because of blind spots as well as attitude by staff members. It preoccupied by technical aspects of new ideas for generalizing activities (Brownet et al. 2016). On the contrary, Management undertakes concrete steps for dealing with constructive steps in considering staff attitudes. These steps widely involve new standards emphasizing on new standards of performance especially for staff specialists. It is considered as resistance to change for serving practical warning signal in directing towards actions as well as timing of technological changes. In other words, Top Executives making their own efforts starting from meeting from staff members as well as operating groups for change implementation (Goetsch Davis, 2014). On the other hand, it requires urgent attention in working assignments for developing resistance as well as receptiveness to change in the given fo rm. Resistance develops on immediate basis for looking at the change management process for future analysis purpose. Ethical Implications on resistance to change within an organization Ethics considers as the structure comprising of moral principles as well as rules of conduct in demonstrating undertaking human actions of specific culture. It majorly considers as a set of moral principles undertaken by individuals (Frankland et al., 2013). On the contrary, Ethics means division of philosophy interacting with values in association with human behaviour. It is in regard with rights and wrongs for specified behavioural pattern. As far as workplace setting is concerned, Ethics is a system possessing moral values as well as organizational cultures. It can be categorized into acceptable or unacceptable behaviour in applied business organization (Chadwick et al., 2014). Ethics as well as other outcomes for change implementation and affecting changes for constant changing environment. Business organization should aim in following the rules as well as regulations on ethical ways. On the contrary, business enterprises should follow moral principles for accepting the values an d culture aspects in the most appropriate way. Cameron Green (2015) argues process of change implementation signifying Ethics by management by undertaking several provisions for business organization. It depends upon organization code of manuals as well as ethical culture and Ethics at the same time. In the recent changing business environment, Ethics considers as the last thing overlooked by higher management or in case of upper stratum for business organization (Brownet et al. 2016). On the contrary, environmental changes take into consideration cultural as well as business aspects in and within business organization. Booth (2015) opines Resistance to change occur at the initial stages of change. One of the major reasons revolves around resistance to change in clashing with values as well as ethics. On the contrary, resistance includes front line employees as well as management. In accordance with research, obedience to authority indicates existing motivational factors in resisting change based upon individual desires. It is in according to existing ethical principles depending upon the organizational culture (Bassey et al., 2014). Perceived threat of career advancement as well as security in causing central management for ignoring established ethical considerations On the other hand, imperative in providing instant solutions for resolving the ethical issues for change implementation for avoiding misuse or abuse in case of behavioural ethics (Bassey et al., 2014). Cameron Green (2015) argues morals do not come in creation of mountaintops for specified period. One of the perfect examples involves give meaning with ethics as well as morals in introducing business environment. New Business Environment involves in change for established strong ethics as well as morals in best suiting for particular change. It considers Ethics as well as Morals in universal in along with constant changes especially for organizational environment for ensuring success of change in the most appropriate way (Chadwick et al., 2014). There are various aspects of change in considering ethics, morals as well as business environmental change. On the other hand, it understands things that are morally as well as ethically acceptable for constant research and study. In addition, it is disturbing considering business organization as fast changing at increased distressed rates (Van der Smissen et al., 2014). It requires careful examination in main factors for affecting change i mplementation on issue of ethics. It need not change on gaining efforts for profits as undertaken by business for broadening ethical awareness in and around business organization. According to Cameron Green (2015), during the course of change implementation for decision-making process in involving existing information for utilizing change implementation change process. There are some of the evidences categorized into major organizational ethical problems encountered people involving: The Financial Crisis- It is important to understand the fact that there are moral and ethics issues involving great changes in terms of applied primary changes (Bassey et al., 2014). It is matter of thinking as well as behaviour for higher stratum management in business organization. Leadership means involvement of leaders at the lower level. These ethical principles are applicable in confrontation of unethical behaviours in and within organizational culture. These involve higher management undertaking initiative for resolving issues in case of unethical behaviour (Brownet et al. 2016). Global Warming- It is essential in considering the worldwide phenomenon for continuous challenges in business organization (Bassey et al., 2014). Most of the Business Corporation thinks of ethical responsible activities for undertaking challenges for all kinds of business. It require considering ethically sustainable solutions for growing issue for viewing at the climatic change. There comes some of the existing concern viewing at the lack of set of ethical standards. It helps in addressing the issue especially for issue on ethical global warming (Van der Smissen et al., 2014). The Internet- It is crucial that management sector for rendering attention for internet reinvention (Chadwick et al., 2014). Reinvention of internet considers as one of the challenges for business organization in and around the world. Safety and Reliability under stake in recent time for living in the world of internet Globalization- There can be assimilation noticed especially in areas such as different societies, economies as well as cultures. It is respect with regional as well as ethical values and moral principles with use of global networking for trade as well as communication (Chadwick et al., 2014). In accordance with globalization, relevant issues occur especially on data security, frontiers as well as corporate social responsibility and financial wages in the most appropriate way. It is imperative to understand the new forms of ethics as well as morals and principles existing for globalization in an effective way (Van der Smissen et al., 2014). Conclusion At the end of the study, it is concluded that managerial strategies takes into consideration regarding the factors for change implementation such as ethical as well as moral and cultural aspects presented in the business organization. Management considers proper course of action in performing with valuable suggestions for employees working in particular business organization. Management expects existence of ethical aspects in falling down in business organization. It gives rise to success in change implementation depending upon organizational ethics in the most appropriate way. Business organization tends in contradicting uncertainty with greater possibility of actions in the upcoming years. It is in association with absence of autonomous thinking as well as flexible acting in an effective way. There are some of the key points for discussing ethics in and around organization. Some of areas involve uncertainty as well as complexity and vagueness that need proper attention as far as po ssible. It is of prime important in managing organizational activities in integration of three types of ethics. This involves Egoistic and Altruistic Ethics for expecting for future analysis purpose. This undertakes mutuality ethics for proper course of action. It help in ascertaining aspects like change implementation for easy allocation of financial resources. Reference List Bassey, A. O., Solomon, E. H., Omono, C. E. (2014). An Analysis of the Application of Change Management in Organisations. Academic Research International, 1(5), 481-486. Booth, S. A. (2015). 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