To satisfy his multiple curiosities de Hert teams up regularly with other authors. A human rights approach combined with a concern for theory is the common denominator of all his work. In his formative years, de Hert studied law, philosophy and religious sciences After several books and articles in law and a productive decade of research in areas such as policing, video surveillance, international cooperation in criminal affairs and international exchange of police information, he broadened up his scope of interests and published a book on the European Convention on Human Rights and defended a doctorate in law in which he compared the constitutional strength of eighteenth and twentieth century constitutionalism in the light of contemporary social control practices 'Early Constitutionalism and Social Control.
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It directly affects all departments, from the entry level employee to management. In fact, businesses should embrace change. Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of loyal customers.
However, employees and even organizations as a whole, tend to resist change some time or the other. Since change is an essential part of the development of the organization, managers must be aware of the causes of this resistance and therefore implement the appropriate techniques to overcome this, whether it be on an organizational level or an individual level.
Self interest; losing something of value is perhaps something anyone will resist. Employees typically resist any kind of change they believe will cause them, to wind up losing personally even if it is for the greater good. They either stand to lose pay, power or prestige. Everyone wants to know how the change will affect them personally.
They also resist change to put themselves at ease and avoid taking a risk. They fool themselves into believing everything will all work out someday by itself just so they would not have to go through the process of change. Additionally, other employees resist change for reasons such as inflexibility and uncertainty.
They will not tolerate change, because they have a vested interest in maintaining the status quo. It does not matter how pellucid the benefits of change will be to the organization.
Also, if employees lack proper information about the future of the organization and about future events that will lead to significant change, they will become fearful of the unknown and naturally resist change. Uncertainty threatens those employees who have a low tolerance for change and those who fear anything that is not routine.
They do not know how they will be affected by the change. They are concerned about whether they will measure up to the new process, or if they are equipped to handle the new technology in the manner required of them.
Not knowing what might happen, often leads to heightened anxiety and resisting change is one of the anxiety- reducing actions they employ.
They may have had previous experience with managers who attempted and failed in carrying out exercises in implementing change in a particular department.
The employees view these weak attempts as failure and as a result, have a negative outlook on patterns they cannot trust. They therefore resist change that resembles past experiences that involves managers whom they could not trust.
Also, other employees resist change because they are afraid to leave their comfort zones and go after what they really want. It would force them to stretch their comfort to accommodate the new methods involved.
In fact people find it natural to put things off that scare them, and sidestep the goals, that require them to step out of their comfort zones and take a risk. They resist leaving their comfort zones, even though departure would mean certain upward mobility for them.The Wikipedia project suffers systemic bias that naturally grows from its contributors' demographic groups, manifesting in imbalanced coverage of some subjects, thereby leaving less represented demographic groups without adequate coverage.
See an explanation of systemic bias on Wikipedia for how this may affect articles and content.
This project aims to eliminate the cultural perspective gaps. Nov 10, · During the centennial year of the October Revolution, this paper featured seven articles by Lars T. Lih, and one by Jack Conrad, expanding upon their at .
Senior Year: The Final Stretch - Senior year is often thought of as the bridge to the unknown. It is an ample wasteland full of confusion and endless paperwork, and stress for most students (Dreis, Rehage). Resistance to Change Organizational change is the movement of an organization away from its present state and toward some desired future state to increase its effectiveness.
(George et al, pg ) Organizations need to change in the modern day market place. Organisation Change Management and Resistance to Change. Print Reference this. Published: 23rd March, Disclaimer: This essay has been submitted by a student.
This is not an example of the work written by our professional essay writers. Organizational resistance to change is an emergent property, and individual resistance to change.
Sep 02, · Organizational Change Essay; Organizational Change Essay. Organizational Change and Resistance Intervention Honor Student University of Somewhere Organizational Change and Resistance Intervention Growth within any organization brings about a certain amount of change, and this can be unsettling to some individuals who have grown accustomed.