barriers to change in organizations,

· Exercise 8: List and describe six (6) barriers to change in organizations, and give an example of each. Use at least six peer-reviewed sources to support your claims.

List and describe six (6) barriers to change in organizations, and give an example of each

Introduction

Change is inevitable. The question is: how can you make change happen in your organization? This article will provide an overview of the dynamics of change to help organizations better understand how they can take advantage of these opportunities while avoiding pitfalls along the way.

FEAR OF FAILURE

Fear of failure is a common barrier to change. The fear of failing can be overcome by taking small steps, learning from mistakes and getting help from others.

LACK OF EMPATHY

• Empathy is the ability to understand and share the feelings of others.
• Empathy is a fundamental human need. It’s not just something that people do when they want to be liked or seem like a good person, it’s part of our very basic makeup as humans. It’s something we feel immediately and instinctively upon meeting someone for the first time, or when watching a movie that features characters who have lost their parents, siblings or children; this sense of loss resonates with us on an emotional level because it reminds us how fragile life can be–and how important understanding others is when dealing with these types of situations!
• Empathy helps us communicate effectively with each other because it allows us to put ourselves in someone else’s shoes and imagine ourselves having similar experiences as them (e.g., if I were in their shoes I would probably feel sad). This kind of empathy allows us better understand why someone might act certain ways under certain circumstances (e..g., being angry at my boss), which means we can make better decisions based on what they tell us instead just guessing blindly based off past experiences alone.”

CULTURAL/ETHNIC FOOTPRINT

Culture is the set of shared beliefs, values and norms that are learned and passed from one generation to the next. Culture is a powerful force that shapes how people think, act and feel.

It can be a barrier to change because it’s easy for organizations to become stuck in their ways. They may resist new ideas because they don’t seem like “theirs” or don’t fit into their worldviews (e.g., ethnically diverse organizations).

BLAME & EXPERTS

Blame and experts are two of the most common barriers to change in organizations.

• Blaming others for the failure of a project or process. This can happen when people blame others for their own mistakes, or when an individual is blamed for things that are beyond their control (e.g., “it’s not my fault that things didn’t go well”).
• Using experts as scapegoats when there’s a problem with your project or process–for example, asking an external consultant how long it will take to complete a task instead of asking yourself if this is something you should be doing at all! It’s easy to think we need more information before making decisions about what direction our projects should take–but this may lead us down the wrong path if we don’t know ourselves first…

ALIGNMENT WITH THE GLOBAL MARKETING CHAIN

Alignment with the global marketing chain is a critical component to ensuring that your company’s products and services are effective. If there are any changes in the market, or if new technologies emerge that can make your product better, it’s important for you to be able to adapt quickly.

The ability to adapt quickly is also essential because of how fast things change in today’s world. As consumers become more aware of their rights as consumers and how they use technology (such as smartphones), companies must get ready for these changes by adapting their own practices accordingly.

RISK AVOIDANCE AND THE DANGERS OF DISTRACTION

Risk avoidance and the dangers of distraction.

Risk avoidance is a common barrier to change, and it can be overcome by focusing on the benefits of change. Distraction is another common barrier to change, but it’s also related to risk avoidance. You may avoid or distract yourself from thinking about your problems or challenges because you fear that these thoughts will lead you away from what’s important in life; this kind of thinking prevents us from taking action when we need it most (i.e., during times when something big happens). If this sounds familiar then chances are good that you’ve experienced some form of risk aversion–and if so then maybe now would be good time for some self-reflection!

Understanding the dynamics of change is key.

Change is a journey, not an event. It’s a process, not something you do once and then sit back and wait for it to happen. Change happens over time as we make small steps in our lives.

Change can be scary for many people because they don’t understand how it works or why it’s necessary for them, so they resist it at every turn! However, understanding the dynamics of change is key to making progress on your own journey through life as well as with other people who are also trying their best but may be stuck in their comfort zone due to fear or resistance around making changes themselves (or even being around others who are doing so).

Conclusion

The key takeaway here is that all of these barriers are very real and they need to be addressed if you want to accomplish change in your organization. Just as with any other aspect of business, there will always be challenges along the way – but with proper planning, preparation and perseverance we can overcome them!