Resistance can be defined as the phenomena where living or non-living entities illustrate a forbearance to change or new parameters brought about by a variable to its normalcy. Resistance is manifested in various forms, designs and mannerisms depending on the nature of the…
In business, resistance is the obstacle to surmount or conquer, especially when it comes to introducing new ideas, policies, protocols and products. This paper seeks to highlight resistance as a natural condition, and its application in successful product change in business with special emphasis on sales personnel.
A business’ sole purpose is to make a profit at the end of the day’s activities, and when market conditions change, it requires businesses to formulate new ways of conducting business. Most businesses have a sales perspective that involves designated individuals who carry out the task of marketing and actualizing product(s) sale. According to Jaramillo et al, sales persons are more predisposed to resist change if they think it will increase their workload. For a business entity to achieve a successful product change, especially where its sales team is concerned, it needs to ensure that the team maintains its self-efficacy and autonomy (Jaramillo et al. 549). This would ensure that these individuals continue to maintain a harmonious and beneficial relationship with their customers.
According to research conducted by Jaramillo et al, resistance to change exerts a negative influence on a salesperson’s performance and customer responsiveness. Managers in all business levels can help reduce resistance by explaining how proposed changes positively affect their workload. Businesses can also provide greater job autonomy to sales persons, which give them the opportunity to implement these changes according to the nature and situation of their respective fields of service. Positive reception of change by a sales team in a business translates to effective and efficient achievement of goals that prompt the need for a change.
Jaramillo, F., Mulki, J. P., Onyemah, V. & Pesquera, M. R. Salesperson Resistance to change: An Empirical Investigation of Antecedents and Outcomes. London: International Journal of ...
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(“Change Essay Example | Topics and Well Written Essays - 250 words - 2”, n.d.)
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(Change Essay Example | Topics and Well Written Essays - 250 Words - 2)
“Change Essay Example | Topics and Well Written Essays - 250 Words - 2”, n.d. https://studentshare.net/nursing/599750-change.
The major reasons include enhancing their different working activities, attaining significant revenue along with market share and maintaining profitability as well as productivity of the corporations. Moreover, the business organizations also prefer change for making alterations in their business objectives, reorganizing the operational functions, making technological related transformations and also for attaining service or product associated changes.
The last 20 years or so have notably seen many hospitals change their institutional environments to reflect both changing times and needs. Some trends like shifting to prospective payments from cost related reimbursement, technological advancement and management of care plans among others have hugely influenced how hospitals are being managed today.
Hence implementation of change calls for an extra-ordinary effort and Change Management one such extra-ordinary approach. Change management has been defined as (Moran & Brightman, 2001) “the process of continually renewing an organisation’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers.” Many researchers have worked to define the change models for bring about a change, some of these are: 4-D process of appreciative enquiry, The Keubler-Ross Model of Change, Jon Kotter’s Change Model, The change Journey, Cyclical Process Framework, Theory U & Lewin’s Change Model.
Yet, organizations have to manage to bring about change by earning acceptance and cooperation from employees in order to successfully implement the desired change. Hence, organizational change has been taken up seriously in organizational behavior literature and many models to implement organizational change have been proposed.
In our scenario, the change is a merger of EEST and Ouest Corporation. Both the companies are the same in terms of size and staff count. However, their corporate cultures are different from each other.
Marketing strategies has changed from simply capturing a job to relationship building. The autocrat approaches of managers gave way to democratic approaches. More and more scientific methods implemented in the employee organization
This aspect makes the employees to resist change.
Lack of a clear vision is a major factor that makes the change process to fail. Some organization implements change in order to match their competitors. However, poor planning and guidelines to implement change
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