HR587_sep_11_Organizational_change_Final3

HR587_sep_11_Organizational_change_Final3 - Management...

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Management needs to take the cultural of the organization into mind when implementing changes since some changes will be harder to implement in different cultural. For example, an organizational cultural that is uses bottom up information sharing and results will be very resistant to top down change implementation especially if the management from the bottom is not involved with the change. Remember that leaders as resistors are barriers toward change. Another cultural factor to consider is how information is shared. If typical information sharing from top to bottom is done through a median that is not conducive to feedback then the change should plan to incorporate policies using nontraditional means for feedback from the bottom. a. This change will be very difficult to establish and will most likely meet strong resistance since the cultural and the change are counterproductive. It is advisable that detailed research be conducted to help foresee all the negative outcomes that will likely take place such as top managers leaving the organization, strong employee resistance to include sabotage and initial missed deadlines. I also predict that the change will be reversed within a short amount of causing waste of resources.
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