ORGANIZATIONAL THEORY AND BEHAVIOR
Instructor: Dr. James Frey
Portfolio Activity Unit 8
Resistance to Change
University of the People
Date: 5/1/2022
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The entries into the pdf form are below
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Resistance to change Questionnaire results
Do you agree or disagree with the outcomes of this survey?
Indeed, I agree totally with the Outcome.
The Overall summary of the results is a typical reflection of my personality in high accuracy of life. To the
extend the results provide explicit explanation of way of reaction to change based on the choices in the
questionnaire. I have always maintained a principle that “you can’t do things the same way and expect
different results” so long as the approach to change is valid, the reason why I get motivated to adopt new
change by evaluating the long-term impact and make appropriate decisions that are consistent.
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What areas seem accurate, which do not?
The truth is that I notice both the positives and downsides of change and am not normally inclined to either
reject or encourage it because of my observations and conclusions. I always try to remain objective to every
initiative without taking sides so that I on board others and we chat a common positive course. In addition,
it is true that I like to experience new things in change process borrowing from Jim Collins (2003) in his
book “Good to Great”, you can only make a leap to the next step if you embrace positive change. My
emotional reaction to changes is not mild but rather I tend to take a slow step towards any change initiative
until I understand the short- and long-term benefits (Tanner, 2018). The result is 90% true of reflection on
my way of approach to change.
A recent change at NCIA, my reaction and coping with change
The most recent change at my organization was the implementation of paperless office by adopting
O 365 one drive for document management and flow and teams for team collaborations. Although
it was an abrupt decision due to covid-19 pandemic, it never impacted on me negatively since I
was part and parcel of the change process, but staff had some resistance considering the technology
challenges. I have since adopted fully and supporting the process with continual improvement
initiatives.
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References
Collins, J. C. (2001). Good to Great: Why Some Companies Make the Leap ... and Others Don't.
MLA (7th ed.). New York, NY: HarperBusiness.
Tanner, R. (2018, May 18). Organizational change. 8 reasons why people resist change.
Retrieved from https://managementisajourney.com/organizational-change-8-reasonswhy-people-resist-change/
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