Critically analyse the role of senior managers as barriers to Essay

critically analyse the role of senior managers as barriers to organizational alter and explore how this merchant ship be address - Essay ExampleIt is the objective of this study to delve deeper into this controversial premise, explore how management overcome subway system to change, comp ar how differing and contrasting theories impact the work organization, and finally to present methodologies to address resistance to proposed change(s) in the organizational, administrative and technological structures. As the Greek philosopher Heraclitus said, metamorphose is the only ever constant in this world, and change is inevitable for evolution, development and fulfillment of any tangible or intangible object, concept or idea. Change creates opportunity for growth (Baker).It is the basic nature of man to resist change, and as Dr. Claude Brodeur states We resist change. We choose to find our habits, rather, the comfort of our habits (Barrierscited by E-commerce Expert ) It is this becomi ng too comfortable and complacent with our habits that gives rise to our distinct enculturation or behavior which often are not receptive to any disturbance or change,and as such, habit has become our idiosyncratic culture and custom. Change cannot be easily undertaken by clashing with this individual culture, but rather by focusing on the work itself (Beer and Spector,1990). Change can be employ on three potential areas organizational structure, technology and people (Understanding and Managing Organizational Behavior,2006 Aladwani, 2001) and each area has its experience definite, peculiar concerns that can impact and affect over-all employee attitude and behavior. Some changes may call for a confederations organizational upgrading and this may cover the companys own policies, rules and regulations the creation or abolishment of certain departments, altering the number of employees under each supervisor, or can be much simpler give care clarifying someones job description (U nderstandingBehavior 2006). Technological change refers to new gadgets or equipment for break off efficiency, while changes in people refer to changing employees set behavioral patterns and attitudes. Of all these changes, change in people offer the most challenge and level of difficulty, and this is the area where this paper will focus thoroughly. changing employees behavioral patterns and attitude perspective is a challenge for management, as employees are creatures of habit, and habits, as the saying goes, are baffling to break. Early studies on change and resistance to change was undertaken by Kurt Lewin (Dent and Goldberg 1999 Burke, Lake and Paine, 2008) and clearly explained how habits are hard nuts to crack, and enumerates three steps to assimilate change. This three-step model is widely accepted when studying change theories and these can be summarized as unfreezing, moving and refreezing (Burke, Lake and Paine, 2008, p. 233). Lewin refers to a person as a complex, energ y field in which all behavior could be conceived of as a change in some site of a field (Marrow, 1969). Marrows further research showed that David Bowers and Stanley Seashore , both pioneers of organizational behavior, acknowledged Lewins view that a persons biological system of homeostasis, i.e., mans natural powerfulness to resist change should undergo a three step cycle first, an unfreezing or disruption of an already existing steady state,