Denervation System Resistant Hypertension â€Myassignmenthelp.Com

Question: Discuss About The Denervation System Resistant Hypertension? Answer: Introducation The case study is based on the technological problem because in this case, the management decided to implement new technology and innovation to make its services more attractive and effective. Therefore, it also affects the culture of the organization. The implementation of new technology in the system creates hurdles and obstacles in the employees. They refuse for organizational changes and they do not adopt these changes. Thus, the organization faces many difficulties due to its technological changes. The technological issues are the main cause of resistance to change in the company. It also affects the success and growth of the organization. Further, structural issues also influence the activities and operation of the business. In this case, the structure of the company is not flexible, it is rigid and strict. Low productivity and inefficiency exist in the company. Therefore, the customers face many problems. The company does not delegate the proper rules and responsibilities to e mployees. Communication and coordination are other problems in the association. The company does not follow the proper system to provide training and development programs to employees. The workers feel that their contributions are not valued within the organization. So they do not feel comfortable and they get disappointed in the company. In the given case study, resistance to change is the major issue and it affects the global business of the organization. The working environment of the company is also not good due to its technological and structural problems. These problems create barriers in the environment (Thakur, Salangsang, Landman, Sellers, Pryer, Levesque Stuart, 2013). The main reasons of resistance to change in the organization The resistance to change is the major issue in every organization. The employees do not accept the changes in the organization and they refuse for the changes. In the given case study the employees do not accept the various changes in the organization. Thus, the organization faces many difficulties. The major sources of resistance to change are discussed below (Murrough, Iosifescu, Chang, Al Jurdi, Green, Perez Charney, 2013). The employees do not want any changes in the technology because they think that if the company makes changes in the technology then they will have to do extra work in the organization. Therefore, they think that they are not capable and competent to accept the new technology changes. The organization cannot measure the efficiency of employees due to resistance to change (Worthley, Tsioufis, Worthley, Sinhal, Chew, Meredith Papademetriou, 2013). Second, employees think that the new system creates stress, confusion, and misunderstandings in the organization. Although some workers understand the benefits of changes and innovation still they do not use new technology and innovation and they avoid changes in the management. Especially older employees think that changes in the organization will create doubt and stress. Thus, they do not accept the idea of using innovation and technology to support their function. Many employees are afraid and scared in front of new workers who have more potential and competent for using the new technology. Therefore, they resist to changes in the organization. Another reason of resistance to change is that unions do not explain the implementation process and procedure of new technology with employees. Thus, many employees are not being able to understand the benefits of new technology and innovation. Further, the organization does not provide the rewards and extra allowances to competent and potential employees. Therefore, they get disappointed and they resist to various changes. Lack of trust and coordination between employees and management is another reason of resistance to change in the association. The top management and supervisors do not provide training to employees to understand the new technology and process. Now it is assumed that majority of employees do not believe in changes in the corporation (Rafferty, Jimmieson Armenakis, 2013). Effective Strategies to deal with resistance to changes There are some strategies to reduce the resistance to change in the organization. They are discussed below. Firstly the organization should understand the problems and grievances of employees. It should resolve all these problems, conflicts and complaints of workers. The association should make an effective training and reward system to motivate and enhance the skills and knowledge of the workers (Hatch Cunliffe, 2013). The managers should explain the pros and cons of new technology and innovation to employees. In this way, employees can know the benefits of new technology and innovation. The association should formally manage the resistance to changes and it should identify the cause and root of resistance to changes. The organization should communicate effectively for changes. The company should use effective and inclusive approaches to reduce the resistance to changes and the managers should empower and motivate the workers. The organization should explain the vision and mission of the company to employees. It will help to reduce the resistance to change (Richey Klein, 2014). The company should provide compensation and extra benefits to competent and potential employees for their excellent and effective performance and work. The organization should also address the employees concerns and anxieties. It should build and develop the changes by setting the goals, objectives and improving the performance of employees. It should provide the cross-cultural training to the employees for reducing the resistance to changes within the organization. All these strategies will help to reduce and address the resistance to change in the company (Loriot, Bianchini, Ileana, Sandhu, Patrikidou, Pezaro, Massard, 2013). Roles of leadership Leadership is the core financial of leading employees in an organization in order to meet the organizational goals and objectives. The leaders affect the behaviors of workers in several ways. A leader sets the goals and vision of the company and he motivates and guides the employees for doing effective work. A leader plays various roles in the organization. In the given case study, leaders play a significant and effective role to reduce the resistance to change. The roles of leadership are discussed below (Cummings Worley,2014). In the given case study, all the leaders perform their task and duties effectively to use the new technology in the organization. They motivate the employees to do work effectively and leaders also explain the benefits of changes in the organization. The organization set clear mission and vision through effective leadership (Hatch Cunliffe, 2013). In the case study, new technology and innovation are implemented by the organization. So leaders maintain cooperation and coordination among the various departments in order to achieve the goals and objectives. They support to new employees to understand the new system and technology within the organization. They resolve the conflicts and disputes of employees. In such way, they play an integral role in the association. In the given case study all level of management plays a significant role in the organization (Cummings Worley, 2014). The HR department appoints potential and competent employees in the association. Top management creates a healthy and safe working environment for the employees. In this case, management decided to update their services by implementing a new technology system in the organization. Therefore, the top management analyzes and identifies the appropriate technology providers and consultants to implement the technology and projects. On the other hand, superv isors focus on the activities of employees. They motivate the employees to accept the good changes in the organization. They explain that how new technology and innovation help to meet the goals and objectives of the company (Palmer, Dunford Akin, 2009). Now it is assumed supervisors, top management, consultants and HR departments play a vital role in the given case study. They control and reduce the resistance to change in the organization. Summary of the key problem In this case, resistance to change is the major key problem in the organization. It affects the organizational performance and development of the company. The organization faces many difficulties due to resistance to change. The employee's do not believe in the changes and they do not use the new technology within the organization. Many people do not believe in changes due to their inefficiencies and productivity. They do not want to work for extra hours so they resist to changes (Lozano, 2013). If the company maintains good and effective framework and structure within the organization then it can overcome these problems and key issues. The company should divide the work according to their department, skills, and knowledge to measure and enhance the productivity of employees. It should set the goals and objectives and maintain collaboration to improve and increase the effectiveness and efficiency of the employees. The organization should promote and encourage employees for doing work thus; it will enhance their productivity and efficiency (Aguinis, 2009). The organizational development plays a significant role to improve and increase the efficiency and effectiveness of the employees. If the structure of the organization is relevant and effective then it will attract the more employees. Organizational development maintains effective communication system and it helps to increase the profit of the company. It is the proactive approach to enhance and increase the productivity an d efficiency of employees. Now it is assumed that organizational development plays a significant role to gain long-term profits and revenue of the company (Lozano, 2015). References Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Hatch, M. J., Cunliffe, A. L. (2013).Organization theory: modern, symbolic and postmodern perspectives. Oxford university press. Loriot, Y., Bianchini, D., Ileana, E., Sandhu, S., Patrikidou, A., Pezaro, C., ... Massard, C. (2013). 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