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Example research essay topic: 21 St Century Resistance To Change - 1,560 words

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The New Agenda The combination of: concentration of ownership, deregulation, technology, and corporate vs. public agenda, have led to the construction of a brave new world In the context of the new global economy the very essence of the human purpose is being reshaped. We are being constructed towards a new purpose. The reason to that mainly stays in our technology development, industrialization, globalization and very low interest in solving environmental problems.

The playground for organizations in the 21 st century is an environment that is moving faster, exploding in geographic scope, and reflecting the demands and constraints of a new society. Increasing global competition, merger boom, and changes in governmental programs escalate the unpredictability of todays unstable market. Managers all over the world are faced with ever-changing consumer tastes and expectations, rapid technological modification, and major shifts in workforce demographics. Additionally, the new world of knowledge-based business presents multiple outcomes to any one problem.

Further to these external forces that require managers to closely observe and follow every oh-so-slight move in the market, they are also pressured by its stakeholders. The Board of Directors is requested by the companys shareholders to improve efficiency and productivity, increase return on investment, decrease the introduction time of new products, continuously improve the quality system, and enhance customer service and all this while reducing resources. Top management needs to provide the basis for organizational members to carry out the mandate of a faster cycle of knowledge creation and action based on this new knowledge. (Alsop) Internet technologies offer a range of potentially useful applications to organizations in many different industries. Simple Internet applications such as e-mail can facilitate communication within distributed multinational corporations. Related networked applications can simplify flows of information among elements of a single organization and among multiple organizations. Real-time teleconferencing technologies can support meetings involving individuals located in different cities.

Direct capture of sales information can enable retailers to streamline the delivery of inventory and forecast purchasing patterns. New automation systems can allow for distributed management of supply chains, support of human resource functions, and exchange of contact and other sales information. Internet technologies appear to have enhanced organizational performance by lowering costs, increasing efficiency, differentiating products and services, or creating broader markets. Leading users of these technologies have found that the value of the Internet lies not simply in automating existing business processes but in creating new means of interaction between suppliers and consumers of products and services, often with significant implications for industry structure. Even though managers are faced with great challenges and enormous expectations, the marketplace also offers an enormous growth and innovation potential. Once management understands the need for change, its vision of the proposed change has to be clearly communicated.

During this transition, change agents play an important role in ensuring a successful implementation of the change and stabilization of the organization. (Finley) Resistance to Change Herodotus (484 - 425 B. C. ), a Greek historian, said: Illness strikes men when they are exposed to change. As with many Greek writings, Herodotus statement still applies today, in the 21 st Century. The basic issue is that although the rate and intensity of change has escalated over the years, human nature has stayed the same. Research shows that people traverse an inescapable cycle in dealing with unsought change, a cycle that resembles the process of confronting death. After all, change means the end of old ways and the start of new ones.

Furthermore, employees experience a sense of loss over what used to be and they mourn the good old days of yesterday. People ask, have we been doing it wrong all these years? They feel like they have no choice or control over decisions which affect them directly. Additionally, employees may also be resistant because they have no perception of personal gain with the change.

People who think that change will not benefit them personally and fairly are certain to oppose change. Moreover, one of most important resisters to change is fear of incompetence. Some people may fear they will not be able to handle the new job requirements. (Finley) Therefore, they try to manipulate the system for their own agenda. The morale in the organization becomes affected negatively, and the company becomes fragile.

Besides employees resistance to change, the organizations success in becoming an organically organized enterprise that embraces innovation and change is heavily dependent on its managers, especially those whove worked and lead in a bureaucratic environment. They used to be know-it-alls, stability and order tended to replace risk taking and leadership initiatives, creative leadership was perceived as actually being punished, data feedback was seldom sought and generally ignored, and customers and employees were often treated differentially. Nowadays, they are faced with a new environment. They need to be risk-taking, foster trust and openness with and amongst employees, challenge and involve subordinates, create an atmosphere of playfulness and humor, exercise freedom and autonomy, provide access to resources for innovation, and encourage new ideas with reinforcement. The rapid changing economy that requires leaders to change their mind-set can be overwhelming. And even though people might start to understand the concept of todays organizations, there is a huge gap between what business leaders know they should be doing and whats getting done. (Finley) First, the organizations change agents must have a clear vision which is in accordance with the companys goals and objectives.

People must be able to picture what the change will be and know how they as individuals will fit in to the new system. Second, is a purpose. This answers why, justifying the need for change. Third, change must have a strategy, providing information on when, where and how it will be implemented. The fourth and final characteristic of successful change is leadership.

As mentioned previously, the cultural mindset and management structure and systems have to support innovation and change within an organization. Building upon this base, and armed with a clear vision, a change agent can ease the stress of change for its employees by making employees feel that their fears about loss of competence, territory, and control are understood. Open dialogue and the feeling of trust and respect are key to overcome this obstacle. Allowing persons affected by the change to offer their input and to express their needs shows management understands for their concerns. Additionally, counseling can be offered to employees with anxieties. To ease the changing process right from the start, employees should be involved in the planning process as much as possible.

Besides the fact that their input can be beneficial to the planning process, employees feel valuable and become passionate about the proposed changes. To conquer the fear of obsolescence, the organization should offer implementing programs to retain workers for new jobs and to help them develop new skills. Employees will feel competent; realize that they are broadening their horizon, and that their value for the company rises. If things are going well, it should be publicized. Seeing progress is highly motivating. Individuals who contributed to a successful implementation or provided innovative ideas should be recognized and reinforced.

And last but not least: Managers need to be a role model. They need to eat, breath, and live change. The terms creativity and innovation are often used interchangeably, but there is an important distinction to understand. Innovation is the practical application of creative ideas. Theodore Levitt (born 1925), a key contributor to management theory in the field of marketing, stated: Creativity is thinking up new things. Innovation is doing new things.

While creativity is the process of manipulating existing resources into new relationships, innovation is the process of zeroing in on effective ideas and finding ways to put those new relationships into action. In other words, an organization might come up with 15 unexpected and fresh ideas for building a more economical car, but true car innovation will exist only when the creative environment works in unison with change, a break with tradition for the purpose of achieving better results. On can therefore think of it as a formula: Change + Creativity = Innovation. (Finley) Therefore, in order for a company to stimulate innovation, an environment that fosters creativity has to be created. Once the companys mindset, structure, communication channels, and resources are developed, it is upon the people which many leaders in todays business argue to be an organizations greatest asset - to come up with creative ideas and thus help the organization to become innovative. Management must live and communicate the need for improvement every day.

Only through their continuing support can employees feel comfortable taking informed risks and break old habits, break with tradition, break the mold. Workers throughout the organization must cherish failures for the learning inherent in them. A great resource for creativity is laughter. Not only will it help them to relax and tap into their creativity, it will also cause them to reflect their own personal passions and purpose, which will help them guide their work. The top management must take all creative ideas that emerge in this environment and go through a selection process. Once an idea has been identified as suitable it is to be implemented into the existing product portfolio, quality system, or production cycle, by the means of change.

The history of Ford Motor Company is, in many ways, the quintessential story of the American dream...


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Research essay sample on 21 St Century Resistance To Change

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