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Business & Marketing
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English (U.S.)
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Resistance to Change: Application and Analysis and Solution and Recommendation

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Read the chapter titled “Resistance to Change” from Iverson (2010) The 7 Phases of Change and Breaking through Resistance to Change. In this chapter, you will note several key barriers that cause organizations to resist needed change. Namely, these are:
Lack of Knowledge or Skill
Physical or Resource restrictions
Negative Projections (Future or Past)
Discomfort
Fear of the Unknown
It is important to note the author’s emphasis that any one of these factors creates organization-wide resistance to change.
After reading the chapter “Resistance to Change,” respond to the following
Part One: Description
Think of an experience you had with an organization that failed to change when change was needed.
Describe the change and explain why the organizational change you identify was needed. Describe what negative consequences (or outcomes) resulted from the organization’s failure to enact the needed change. What were the costs to the organization (e.g., poor employee morale, loss of customers, poor company image, financial losses, etc.)?
Part Two: Application and Analysis
Apply Iverson’s (2010) perspective to demonstrate how lack of knowledge, physical or resource restrictions, negative projections, discomfort, and fear of the unknown contributed to the resistance to change in this organization. In other words, explain how Iverson helps us understand why the barrier you have selected caused organization-wide resistance to needed change (keep in mind that we are focused on organization-wide, and not individual resistance to change).
Part Three: Solution and Recommendations
Finally, as a leader, what could you have done to avoid or minimize this resistance to change? Be specific and be sure that your recommended actions target the barrier you identified in Part Two (e.g., lack of knowledge, physical or resource restrictions, negative projections, discomfort, and fear of the unknown). See Davidson’s (2009) “5 ways to overcome resistance to change” to help you “connect the dots” by making a clear argument regarding how these specific recommendations would have helped the organization implement the needed change without resistance. If the resistance to change is ongoing, what suggestions do you have for resolving this problem going forward?

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Resistance to Unionization
Your Name
Department of ABC, University – Whitewater
ABC 101: Course Name
Professor (or Dr.) Firstname Lastname
Date
Resistance to Unionization
Description
In late 2021, as the American population recovered gradually from the pandemic's spoils, employees at a local battery manufacturing organization (ViPo Inc.) pushed for unionization. The push came after the company did little to assist its staff through the lockdown. Upon resuming work, the over 350 employees agreed that unionization would better care for their needs and provide a backbone through which they could support each other in hard times. Unionization was also motivated by the changes in other organizations, within and without the manufacturing sector, where employees are increasingly pushing for better benefits and remunerations. However, at this organization, the leadership and management resisted this need for change, leading to a prolonged stalemate in which operations suffered interruptions.
However, the risk of losing employment amid a pandemic forced the employees back to work. In the first quarter of 2022, they experienced a record high level of complaints from consumers and retailers about the quality of the acidic products and even their safety. Projections suggest that these problems will persist into the second quarter as inventory is increasingly full of returned products. While the leadership and management blame these internal entities for pushing for unionization, the underlying problem is that employees are demotivated because of the leadership’s resistance to change that would enhance their working and living conditions. Further, when the organization's resistance to unionization reached public discourse, social media users disparaged their conduct. They boycotted their products following reports of how the organization treated its employees at the climax of the pandemic.
Application and Analysis
Fear of the unknown, discomfort, pessimistic projections, lack of knowledge, and resource restrictions, according to Iverson (2010), are the core factors that cause resistance to change. In the case of ViPo, the key factors playing out from the employers’ perspective were negative projections, resource restrictions, and discomfort. In terms of negative projection, the organization’s leadership viewed employee unionization as a threat to its 76-years culture of direct relations with its employees. From the CEO's perspective, the current system worked perfectly, and therefore, there was no need for change. In the current systems, salaries are never late, employees are assured of employment, and the leadership contributes to the employee's welfare kitty where individuals can get loans from the pool. The leadership, therefore, held a negative projection on unio...
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