The Roles of Organizational Change Management and Resistance to Change in the Modern Business World

2015 ◽  
pp. 143-171 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Organizational Performance ◽  
Resistance To Change ◽  
Readiness For Change ◽  
Business World ◽  
Organizational Change Management ◽  
Organizational Resistance ◽  
Modern Business ◽  
Strategic Goals

This chapter introduces the roles of organizational change management (OCM) and resistance to change (RTC) in the modern business world, thus explaining the theoretical and practical concepts of OCM and RTC; strategies for driving organizational change; the application of sources of organizational resistance and inertia; the obstacles of organizational change; and the management of RTC in modern organizations. OCM and RTC are the essential factors to be considered in any change process, since a proper management of resistance is the key for change success or failure. The importance of OCM and RTC lies in its ability to influence an organization's readiness for change and to identify the level of resistance it expects to meet, and the approach to change it needs to adopt. Understanding the roles of OCM and RTC will enhance organizational performance and achieve strategic goals in the modern business world.

The Roles of Organizational Change Management and Resistance to Change in the Modern Business World

2017 ◽  
pp. 1034-1062
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Organizational Performance ◽  
Resistance To Change ◽  
Readiness For Change ◽  
Business World ◽  
Organizational Change Management ◽  
Organizational Resistance ◽  
Modern Business ◽  
Strategic Goals

This chapter introduces the roles of organizational change management (OCM) and resistance to change (RTC) in the modern business world, thus explaining the theoretical and practical concepts of OCM and RTC; strategies for driving organizational change; the application of sources of organizational resistance and inertia; the obstacles of organizational change; and the management of RTC in modern organizations. OCM and RTC are the essential factors to be considered in any change process, since a proper management of resistance is the key for change success or failure. The importance of OCM and RTC lies in its ability to influence an organization's readiness for change and to identify the level of resistance it expects to meet, and the approach to change it needs to adopt. Understanding the roles of OCM and RTC will enhance organizational performance and achieve strategic goals in the modern business world.

scholarly journals A generic change model for the effective implementation of information systems

1996 ◽  
Vol 27 (3) ◽  
pp. 65-70 ◽  
Author(s):  
K. E. Jay ◽  
D. C. Smith
Keyword(s):  
Organizational Change ◽  
Information Systems ◽  
Change Management ◽  
Resistance To Change ◽  
Systems Development ◽  
Readiness For Change ◽  
Successful Implementation ◽  
Change Model ◽  
Development Environment ◽  
Generic Change

This article describes the need for an increased emphasis for change management and how it affects the information systems (IS) practitioner. Computer-based systems have become highly integrated into everyday business activities and the successful implementation of new information technology will depend upon not only the technical strength of the information system but, importantly, the effective management of organizational change. Organizational change issues are identified as planning for change, ensuring appropriate change leadership, creating a readiness for change, managing resistance to change, managing the transition, implementing and evaluating the change. A conceptual change model is derived for use in a systems development environment. This model proposes four main phases: orientation, preparation, implementation and support. Specific activities and deliverables are detailed for each segment. The proposed change model is matched to the Systems Development Life Cycle, showing where change management tasks could be incorporated into an overall project workplan.

Mastering Social Media in the Modern Business World

2017 ◽  
pp. 18-44 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Social Media ◽  
Organizational Performance ◽  
Business Performance ◽  
Tourism Industry ◽  
Communication Management ◽  
Business World ◽  
Modern Business ◽  
Social Media Platforms ◽  
Strategic Goals ◽  
Media Applications

This chapter explains the overview of social media; the perspectives of social media marketing; social media and communication management; social media competence and knowledge sharing in modern business; social media applications in the tourism industry; social media applications in the health care industry; the multifaceted applications of social media platforms in modern business; and the importance of social media in the modern business world. The implementation of social media is required for modern organizations that seek to serve suppliers and customers, increase business performance, strengthen competitiveness, and achieve continuous success in the modern business world. The chapter argues that applying social media has the potential to enhance organizational performance and reach strategic goals in the social media age.

Mastering Social Media in the Modern Business World

2018 ◽  
pp. 111-137 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Social Media ◽  
Organizational Performance ◽  
Business Performance ◽  
Tourism Industry ◽  
Communication Management ◽  
Business World ◽  
Modern Business ◽  
Social Media Platforms ◽  
Strategic Goals ◽  
Media Applications

This chapter explains the overview of social media; the perspectives of social media marketing; social media and communication management; social media competence and knowledge sharing in modern business; social media applications in the tourism industry; social media applications in the health care industry; the multifaceted applications of social media platforms in modern business; and the importance of social media in the modern business world. The implementation of social media is required for modern organizations that seek to serve suppliers and customers, increase business performance, strengthen competitiveness, and achieve continuous success in the modern business world. The chapter argues that applying social media has the potential to enhance organizational performance and reach strategic goals in the social media age.

scholarly journals Barriers to Organizational Change Management in Hotel Industry of Nepal

2021 ◽  
Vol 4 (2) ◽  
pp. 10-17
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Organizational Performance ◽  
Initial Period ◽  
Research Paper ◽  
Primary Data ◽  
Organizational Changes ◽  
Organizational Change Management ◽  
Global Pandemic ◽  
Hotel Sector

In initial period, organizational changes are asks for entire hospitality industry. Thus, this research paper reveals what are the barriers for organizational change management in hotel sectors of Nepal which can help them for gaining spark on Nepalese market once again.: Hotels sectors of Nepal are affected by array of factors which can influence organizational performance. This is the component of success for enhancement of performance of hotel sector. Therefore, the purpose of this research is to examine the factors influencing organizational performance in hotel sector of Nepal. This research is based on hotel sector’s organizational changes and the barriers for adaptation of such changes. The study of hotel sector is done with self-structured questionnaire and mostly data are collected from primary sources. To justify the results, researcher has adopted quantitative research design and SPSS software is used for data analysis. The research has identified the essence of organizational changes in hotel sector. In the time of financial plummeted of Nepalese economy, hospitality sector are hardly hit by global pandemic. Thus, hotel sector need new plan and strategies for achieving success. Through organizational changes, hotel sector can slowly and steadily moves business in path of positives. So, hotel sector has to identify barriers of organizational change management and has to act accordingly to achieve success in this critical hour.  Nepalese economy after hard hit by global pandemic has slowly started to move in towards path of recovery. To step up Nepalese economy in decent path every sector need to contribute. Hotel sector being the important hub of national GDP has to recover from crises for development of country. Therefore, hotel sector with organizational change management can enhance their profitability. This research in this regard is helpful for Nepalese hotel sector to identify and adopt such changes. This research paper is the summarization of results carried on primary data collected from questionnaire. The research is done on data collected from field so is highly reliable.

scholarly journals Employee’s Resistance and Organizational Change Factors

2021 ◽  
Vol 6 (2) ◽  
pp. 30-32
Author(s):  
Gentisa Furxhi
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Organizational Performance ◽  
Positive Attitude ◽  
Readiness To Change ◽  
Resistance To Change ◽  
Negative Attitude ◽  
The Other ◽  
Management Process ◽  
Attitude Behavior

Organizations need to change due to challenges they are facing caused by the dynamic environment where they operate. Also, organizations undertake changes because they have new ideas to improve their performance. So, organizational changes are imposed by factors of external or internal environment. The aim of every change is to improve organizational performance by increasing its effectiveness. Sometimes, changes are proposed during crises time. In crisis’s situation, organizations need to cut their costs, and the most common change is reducing staff. In every situation, change is something new for employees. Change affect employees because they are going to implement it. They can show positive attitude/behavior (readiness to change) or negative attitude/behavior (resistance to change) to proposed change. When employees show positive attitude, they agree on change and they are motivated to implement it. On the other hand, negative attitudes reflect that employees do not agree to organizational change. They are not motivated to involve in organizational change and sometimes they refuse it. Change managers are interested to have employees which are motivated and opened to change because this can lead to a successful change management process. On the other side, resistance to change can lead to the failure of change, because resistance may create costs and delays into change management process. This paper will explain which factors impose organizations to undertake changes time to time. Also, it will analyze how employees behave during organizational change. The aim of this paper is to explain why employees resist to organizational change and how can change managers reduce employees resistance.

scholarly journals Organizational Change Management in Higher Education through the Lens of Executive Coaches

2021 ◽  
Vol 11 (6) ◽  
pp. 269
Author(s):  
Dimitrios Vlachopoulos
Keyword(s):  
Higher Education ◽  
Organizational Change ◽  
Change Management ◽  
Academic Community ◽  
Structured Interviews ◽  
Organizational Change Management ◽  
Executive Coaches ◽  
Leadership In Higher Education ◽  
Education Leaders ◽  
Higher Education Leaders

This study investigated perceptions of organizational change management among executive coaches working with British higher-education leaders and factors that make leaders effective when managing change. This basic qualitative research used semi-structured interviews with eight executive coaches selected through purposeful sampling. As main challenges to efficient, inclusive change management, participants mentioned leaders’ lack of a strategic vision or plan, lack of leadership and future leader development programs, and lack of clarity in decision-making. They recognized that leaders’ academic and professional profiles are positively viewed and said that, with coaching and support in leadership and strategic planning, these people can inspire the academic community and promote positive change. Additional emphasis was given to the role of coaching in the development of key soft skills (honesty, responsibility, resiliency, creativity, proactivity, and empathy, among others), which are necessary for effective change management and leadership in higher education. The paper’s implications have two aspects. First, the lessons of the actual explicit content of the coaches’ observations (challenges to efficient change management and views of leaders); second, the implications of these observations (how coaching can help and what leaders need).

Sign in / Sign up

Export Citation Format

Share Document