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Introduction
Organizations should be increasingly able to change easily and flexible. The business should be flexible and capable of implementing and also sustaining organizational change. So as to implement effective change strategies http://www.wholesaleairmaxsale.net/ , there is a need for integrating both stakeholder interests and management communication fully and in a timely way. The main issue affecting organization is resistance to change and poor leadership.
Agocs, C (1997). Institutionalized resistance to organizational change: denial, inaction, and repression. Journal of Business Ethics, 16(9) cheap nike air max mens , 917-931
The article by Agocs discusses the cons and pros of advocating change in the workplace. The author also discusses the reason individual resist change that include the fear of the unknown, habit and inertia, fear of losing power, and absence of skills they need after the change. According to the author, the organizational development approaches to organizational change present a consensus that change and resistance should and can manage by developing a strategy for changes. Also cheap nike air max womens , it is possible through using organizational development toolkit of intervention such as communication and training program, stakeholder participation, team building, confrontation meeting, and feedback. The author conducted a study on resistance by young women working in US pajama manufacturing plant cheap air max mens , which managed under a scientific management regime. From the study, the researcher found that the employee behavior was mitigated when the groups of employees asked to participate in the planning of the job changes. Thus, it offered the theoretical basis of what referred to as participative management.
Bareil, C (2013). Two paradigms about Resistance to Change. Organizational Development Journal, 31(3) cheap air max womens , 59-71
The article by Bareil discusses the two divergent paradigms from the enemy of change that is a traditional paradigm to a resource, which is the modern paradigm. The author states that the organizational development change practitioners exposed to sequence these two paradigms in interpreting and also dealing with the issue of resistance to change. According to the author, the traditional paradigm tends to posit that resistance to change equal the rejection of change or enemy of change. Those people displaying resistance to change display behaviors such as fighting, rejection, and disturbing. The modern paradigm develops the idea that people in this category are not an enemy or against change. Instead cheap nike air max shoes , they are individuals concerned with the well-being of the organization.
Comparison
Both articles by Agocs and Bareil focus on the issue of resistance to change by employees. According to Agocs, the reaction to change tends to vary based on the character of transformation and also the value people place in satisfying individual needed. Agocs states that people react differently to change from passively resisting it to sabotaging, refusing to seek a common goal, aggressively trying to undermine it, to sincerely embracing it. Both Agocs and Bareil state that the most effective way of overcoming resistance is through open discussion so as to encourage stakeholders to express their individual concerns. According to Agocs cheap nike air max , effective communication, involvement, and participation of stakeholders is a good means of overcoming resistance. In both articles, the authors place some attention on the need for having an open discussion. The researcher both support the idea that managers who have excellent management style and excellent communication abilities can be able to minimize change resistance. Although both studies are done in different periods, 1997 and 2013 cheap air max shoes , they show a similarity in emphasizing the importance of communication during organizational change.

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