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Case OD

Resistance to change stems from both social and technical factors. Socially, lack of participation and negative attitudes inhibit change. Technically, insufficient training and lack of involvement hamper change. Causes of resistance include power distance in hierarchical structures limiting participation, cultural clashes for Western employees in UAE, and unsupportive environments where ideas are not respected. Unfair compensation also breeds negative attitudes. Lewin's three-stage model is applied: unfreezing involves preparing employees for inevitable change through participation; moving includes training and stress management during change; and refreezing makes change permanent through stability, rewards and recognition.

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Ekta Saraswat Vig
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47 views2 pages

Case OD

Resistance to change stems from both social and technical factors. Socially, lack of participation and negative attitudes inhibit change. Technically, insufficient training and lack of involvement hamper change. Causes of resistance include power distance in hierarchical structures limiting participation, cultural clashes for Western employees in UAE, and unsupportive environments where ideas are not respected. Unfair compensation also breeds negative attitudes. Lewin's three-stage model is applied: unfreezing involves preparing employees for inevitable change through participation; moving includes training and stress management during change; and refreezing makes change permanent through stability, rewards and recognition.

Uploaded by

Ekta Saraswat Vig
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TASK 1

Problem: Resistance to change, which is caused by technical and social


changes.
Causes of the problem:
Social Change
1. Lack of participation
2. Negative attitudes
Technical Change
1. Lack of training
2. Lack of participation
TASK 2 (use references here)
Causes/Reasons
1. Power Distance employees are scared/not encouraged to
participate due to the high PD
2.Hierarchical organizational structure leads to less participation
as well and pressure/force to change
3. Cultural barriers /clash Western employees would like to
participate, however, they face cultural barriers in the UAE
4. Lack of supportive work environment
ideas/suggestions/opinions of employees are not being respected or
accepted or taken seriously
5. Unfair pay and benefits creates a negative attitude towards
organizational change
TASK 3 (use references here)
We have used Lewins Model
Unfreezing Stage: shock the employees by making them realize the
need for change is inevitable. You need to prepare the employees for
the change process to reduce the resistance. Also, you should make
them understand that the change is necessary and will improve the
daily organizational operations. Apart from shocking them, you should
make sure to involve them more into the change process. As was
illustrated in the case study, involvement increases the acceptance of
the change and decreases the likelihood of resistance. So it is
recommended to involve the employees as much as possible.
Moving Stage: the important actions at this stage are training and
stress management techniques. You need to ensure that the

employees are getting the adequate and sufficient training and that
they are able to manage the stress that comes with the change.
Refreezing stage: at this stage you need to make sure that the
change has become permanent. Leaders and management should
ensure that there is a stability and balance in the organization.
Moreover, it is important to reward employees with financial and nonmonetary rewards, benefits, promotions and recognition.

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