Resistance to Organizational Change in Business Essay -- Business Deve

By any objective measure, the amount of important, frequently distressing, change in organizations has grown enormously over the last two decades (Kotter, 1996). Jeffrey M. Hiatt, CEO of Prosci Inc., (as cited by Gibson, Ivancevich, Donnelly & Konopaske, 2009, p. 481) explained, â€Å"thirty years ago, a fortune 100 probably had one or two enterprise wide change initiatives going on; today that number is probably between 20 and 25.† The speed of global, economic, and technological development makes change an inevitable element of organizational life. Change is a pervasive, persistent, and permanent condition for all organizations (Gibson, et al., 2009). Organizational change means different things, and strategic renewal comes in different forms. Organizational change includes such concepts as first-order; incremental, continuous change and second-order, transformational/revolutionary, discontinuous change: †¢ First-order, incremental change, which may include modifications in systems, processes, or structures; however, it does not involve basic change in strategy, core values, or corporate identity. First-order changes preserve and develop the organization: they are changes created, almost contradictory, to sustain organizational continuity and order. †¢ Second-order, discontinuous change is transformational, extreme, and substantially alters the organization at its core. Second-order change does not involve developing change, rather it entails transforming the makeup of the organization (Palmer, Dunford, & Akin, 2009). In addition, Nadler and Tushman (as cited in Palmer, et. al, 2011) develop this distinction involving incremental and discontinuous change, explaining th... ...telnikov, V. (2001). Strategic management. Retrieved from Company Vision: http://www.1000ventures.com/business_guide/crosscuttings/vision_creating.html Kotter, J. P. (1996). Leading change. Boston, MA.: Harvard Bsuiness Review Press. Logan, B. C. (2007). A framework for mixed stakeholders and mixed methods. Ejbrm.com , http://www.ejbrm.com/vol6/v6-i1/CrumpAndLogan.pdf. Palmer, I., Dunford, ,. R., & Akin, ,. G. (2009). Managing organizational change (2n ed.). New York, NY.: McGraw-Hill Irwin. Preziosi, R. C. (1996). Organizational diagnosis questioinnaire (ODQ). Spector, B. (2010). Implementing organizational chang: Theory into practice (2nd ed.). Upper Saddle River: Pearson Prentice Hall. Vecchio, R. P. (2008). Leadership understanding the dynamics of power and Influence in Organizations,(2nd ed.). Notre Dame, Indiana: university of Notre Dame Press.