MBA作业代写-组织变革阻力。本文是一篇留学生MBA作业写作范文，主要内容是讲述改变不是一个容易的因素。考虑到这一点，无论是规则、空间还是简单习惯的改变都无关紧要。变化的概念涉及许多其他功能。在这种情况下，有时很难适应，或者可能只是简单地取决于一个或多个个人之间的管理和组织，这是组织结构的一部分，并影响整个组织。组织变革是不可避免的，就像生活中的任何事情一样，除此之外，世界市场和文化的演变。使改变成为需要持续关注和准备的事情。为了在任何市场上取得成功，一个组织必须能够转变和评估不同类型的声明，这些声明表明组织变革在公司发展中的重要性。下面就一起来看一下这篇留学生MBA作业范文的具体内容。
Introduction 引言
Change is not an easy factor to go through. Taking in to account that it does not matter if it is a change of rules, space or simple habits. The concept of change involves many other functions. Where the resistance to it, sometimes is hard to adapt or maybe just simple depending the management and organization between one and more individuals, which makes part of an organization structure and affect a whole organization.
Organizational change in inevitable Just like anything in life, in addition to this the evolution of the world markets and cultures. Makes the change something that requires constant attention and preparation. In order to be successful in any market, an organization has to be able to transform an evaluate different kind of statements that show the importance of organizational change in the develop of a company.
We live in a world in which the nature of organization and the practice, most of people believe that we are in a Constance change. When the difference between theory and practice is completely relevant and plays an important role in management and helps to understand that is a vital in any organization process, which helps to analyze and create structures that help to understand the value of change.
我们生活在一个组织性质和实践的世界里，大多数人相信我们正处于一个康斯坦斯变革中。当理论和实践之间的差异是完全相关的，并且在管理中起着重要作用，并且有助于理解这一点，这在任何组织过程中都是至关重要的，这有助于分析和创建有助于了解变革价值的结构。
The theory of change 变革理论
The theory of change is a strategy or project for achieving large-scale, long-term goals. It identifies the preconditions, pathways and interventions necessary for an initiative’s success in different model, where change makes a huge impact in the evolution of a system organization.
变革理论是实现大规模长期目标的战略或项目。它确定了在不同模式下，变革对系统组织演变产生巨大影响的倡议成功所必需的前提条件、途径和干预措施。
Theories of change and logic models are vital to evaluate success for a number of reasons. According to Burke, Warner and his book (Organization change, theory and practice). Organizations change all the time, each and every day. The change that happens in organizations commonly is unplanned and gradual, affecting or attributing different aspects where planning is a very important tool to apply and makes this much more easy to understand and shows the importance of change and it’s crucial participation in the evolution of a company.
变革理论和逻辑模型对于评估成功至关重要，原因有很多。根据伯克，华纳和他的书（组织变革，理论与实践）。组织每天都在变化。组织中发生的变化通常是无计划的、渐进的，影响或归因于不同的方面，在这些方面，规划是一个非常重要的应用工具，使其更易于理解，并显示了变化的重要性，以及它在公司发展过程中的重要作用。
For a better understanding of change, organizations are created and developed, to continue and during the last. But external factors as environment, plays a very important role in the evolution, because those are discontinuous and can cause destruction but can cause creativity as well. To affront this many others levels in managing as a planning and controlling for example, makes change a Constance factor, which decide the future or develop of any kind of system. However change sometimes could be an internal factor. For example, the change of management that brings new rules, methods and a new different path to assume new emerging markets, makes this theory unpredictable for the good of a system.
为了更好地理解变化，组织被创建和发展，并在最后一段时间内继续下去。但外部因素，如环境，在进化中起着非常重要的作用，因为这些因素是不连续的，可以造成破坏，但也可以引起创造力。例如，在作为规划和控制的管理中冒犯了许多其他层次，使变革成为决定任何类型系统未来或发展的康斯坦斯因素。然而，变化有时可能是一个内部因素。例如，管理层的变化带来了新的规则、方法和新的不同路径，以承担新的新兴市场，这使得这一理论对于一个系统来说是不可预测的。
The paradox of planned organization change. 计划组织变革的悖论
Sometimes when plan is the right way to follow in an organization not always is the option to assume as crucial for the right entrance of change. However this paradox can be implemented as a one of the most analytics methods to follow for a better and capable knowledge of this.
有时，当计划是一个组织中正确的遵循方式时，并不总是认为这对正确的变革入口至关重要。然而，这一悖论可以作为一种最需要遵循的分析方法来实现，以便更好地了解这一点。
According to Michael Powel and referring to the new digital technology, was quoted and saying:
” it will be messing and it will be confusing and we will get a lot of it wrong and we’ll have to start over. But that’s the creative process, that’s the evolutionary process”.
据迈克尔·鲍威尔所述，他提到了新的数字技术，并表示：
“这会很混乱，会让人困惑，我们会犯很多错误，我们必须重新开始。但这是创造性的过程，这是进化的过程”。
Mr Powell described change as a very realistic method, where the process is more linear and could be divided by phases, periods or steps and so on. The implementation process is difficult because change the system and of course the way, how the process it was made for, the things don’t work well and people do they own way and in some cases the retaliation and revenge is one of the most common things to affront with many others negative aspects that make more difficult to implement a series of changes.
鲍威尔先生将变革描述为一种非常现实的方法，其中的过程更为线性，可以分为阶段、时期或步骤等。实施过程很困难，因为改变了系统，当然改变了方式，改变了流程，事情做得不好，人们按照自己的方式去做，在某些情况下，报复和报复是最常见的事情之一，与许多其他负面因素相抵触，这些负面因素使实施一系列改革变得更加困难。
Types of organizations change 组织类型发生变化
To define organizational change as the process to evaluate and reach the desired goals the first thing to have in mind in change is the concept between evolution versus revolution. The process of resistance is very common and shows the variety of circumstances to affront in management; this contrast might be is actually a very important way to think about the different forms that an organizational system can take and the correct evaluation to it.
要将组织变革定义为评估和实现预期目标的过程，变革首先要考虑的是进化与革命之间的概念。反抗的过程非常普遍，并显示出在管理中冒犯的各种情况；这种对比实际上是思考组织系统可以采取的不同形式以及对其进行正确评估的一种非常重要的方式。
Organizational change occurs when an organization restructures resources to increase the ability to perform and create effectiveness as the principal method to arrive, similarly, to this the creation of new system of evaluation of a company for the right performance of it.
当一个组织重组资源以提高绩效和创造效率的能力时，组织变革就发生了，这是实现这一目标的主要方法，类似地，建立一个新的公司绩效评估体系。
Targets of changes 变更目标
Human resources are for an organization’s most important asset, because include investment in training and modification of manage that motivates the personal for a better understanding and approach of it. In addition to it .Human resources plays a very huge impact in companies develop, because involves moral principles and workforce as a combination for the right develop of any system created to evaluate process in a safe work environment.
人力资源是一个组织最重要的资产，因为包括对培训的投资和管理层的修改，以激励个人更好地理解和处理人力资源。除此之外，人力资源在公司发展中起着非常巨大的作用，因为它涉及道德原则和员工队伍，是在安全工作环境中正确开发任何评估流程的系统的一个组合。
Functional resource can be use to maximize the use of present value. Organizations can change the environment, structure and sometimes the culture of creation but technology is the most important thing to preserve. For example technologies that uses self manage work increased productivity and quality for a better develop in terms of time and production, helping to increased the creation of different products
Reducing the use of time and decreasing the value in terms of production. As a result of the right use of change in a company.
功能资源可用于最大限度地利用现值。组织可以改变环境、结构，有时也可以改变创造文化，但技术是最重要的。例如，使用自我管理工作的技术提高了生产率和质量，从而在时间和生产方面得到更好的发展，有助于增加不同产品的创造
减少时间的使用，降低生产价值。作为公司正确使用变革的结果。
A technology capability, that helps to provide new products and changing the existing ones, improving the reliability and quality of goods and services of a company. Organizations might be need the restructuration of technology for a correct develop and achieve the results of a new and developing technology.
一种技术能力，有助于提供新产品和改变现有产品，提高公司产品和服务的可靠性和质量。组织可能需要对技术进行重组，以正确开发并实现新技术的成果。
Forces for and Resistance to Organizational Change 组织变革的力量和阻力
Organizations and the process of change requires to face two and very important factors for the correct developed of it, one of those is change and the other is the resistance to change. Resistance to change can occur at the organizational level, group level and individual level. For example, managers should be motivated to initiate change because they are concern with improving their organization effectiveness. However, change can be threat to managers and no managerial personal as well.
组织和变革过程需要面对两个非常重要的因素才能正确发展，其中一个是变革，另一个是对变革的抵制。对变革的抵制可能发生在组织层面、团体层面和个人层面。例如，管理者应该被激励去发起变革，因为他们关心提高组织的效率。然而，变革可能会威胁到管理者，也不会威胁到管理人员。
Almost every change requires the cooperation, collaboration, and co-ownership of others, even if that change might be beneficial some people just refused because is a natural way to response and affront. the change as fear of the unknown also to lose something of valuable, believing that change is not good for the organization and provide a different kind of elements damaging the right develop of a company in many levels and misunderstand the process of evolution.
几乎每一次变革都需要其他人的合作、协作和共同拥有，即使这种变革可能有益于某些人，因为这是一种自然的回应和侮辱方式。由于害怕未知也会失去一些有价值的东西，认为变化对组织没有好处，提供了一种不同的元素，在许多层面上损害了公司的正确发展，并误解了进化过程。
Why do people resist changing? 为什么人们抵制改变？
An individual is likely to resist change for three reasons principally: uncertainty, concern over personal loss, and they believe that the change is not in the organization’s best interest. In adtion to this a common example of resistance for change is giving in a normal college. Where the student are suggested and have the obligation to attend because are the rules and when they leave the college they will have to trade the known for the unknown.
个人抵制变革的原因主要有三个：不确定性、对个人损失的担忧，以及他们认为变革不符合组织的最佳利益。除此之外，一个常见的抵制变革的例子是在一所师范大学里的付出。如果学生被建议并有义务参加，因为这是规定，当他们离开学校时，他们将不得不用已知的东西换取未知的东西。
Some examples of resistance in organizations is when the introduction of a new analysing system means that employees will have these new methods. Some employees who are accustomed to their work routines or who have inadequate math and statistics backgrounds may fear that they will be unable to meet the system demands. They may therefore, develop a negative attitude because don’t know how to use it, and prefer to judge before accept any kind of change just for fear and inclusion of different process that makes changes crucial in the develop of a company.
当引入新的分析系统意味着员工将拥有这些新的方法时，组织中的一些阻力示例。一些习惯于日常工作或数学和统计学背景不足的员工可能担心自己无法满足系统要求。因此，他们可能会养成消极态度，因为不知道如何使用这种态度，他们宁愿在接受任何改变之前做出判断，只是因为害怕和包容不同的过程，而这些过程使改变对公司的发展至关重要。
In some case the resistance is fear for the unknown but what happens when change comes with a new structure of elements that become inconvenience for the personal? What do we should do to minimize the impact of resistance? And keep the tolerance and the right balance between employees and employers. How to break that huge wall that separates fear and commitment in the companies?
在某些情况下，阻力是对未知事物的恐惧，但当变化伴随着对个人造成不便的新元素结构时，会发生什么？我们应该怎么做才能最大限度地减少阻力的影响？保持员工和雇主之间的宽容和适当平衡。如何打破公司中将恐惧和承诺隔开的巨大墙？
Some techniques for reducing resistance to organizational change. 减少组织变革阻力的一些技巧
When management sees resistance to change as a dysfunctional, what action as a manager should I take? Several strategies have been suggested for use by managers, but in some cases the change is so extreme that brings a lot of resistance and is not enough to divide and propose steps to come in with new ideas. Is better if including tactics that helps to understand the process of change and find mediation between managers and employees. According to Barbara Senior and Steve Wailes, the resistance of change evaluate the process how the company has been created and proves the management as vital tool for the right develop and creation of strategies that helps to affiance the resistance of change and mediate between many different elements.
当管理层认为抵制变革是一种功能失调时，作为管理者，我应该采取什么行动？有人建议管理者使用几种策略，但在某些情况下，这种变化过于极端，会带来很多阻力，不足以划分和提出新想法的步骤。如果包括有助于理解变革过程并在管理者和员工之间找到调解的策略，则更好。根据芭芭拉·高级和史蒂夫·韦尔斯的说法，变革阻力评估了公司的创建过程，并证明管理层是正确制定和创建战略的重要工具，有助于增强变革阻力，并在许多不同因素之间进行调解。
One important step to follow in management is the implementation of education and communication, facilitation and support, negotiation and manipulation, co-optation and coercion, these tactics help to summarized and helps us to have a better look of management and understanding in how this tactics help for mediation and confront of a such a wide open variable. That involves techniques and strategies, which help to have a better understanding in the managerial concept.
管理中需要遵循的一个重要步骤是实施教育和沟通、促进和支持、谈判和操纵、合作和胁迫，这些策略有助于总结并帮助我们更好地了解管理和理解这种策略如何有助于调解和对抗如此广泛的开放变量。这涉及技术和策略，有助于更好地理解管理理念。
Tactics and strategies to reduce the resistance in organizational change 减少组织变革阻力的策略和策略
Education and Communication 教育与沟通
Can help to mediate the resistance of change by helping the employees to see the logic process of change. This technique of course helps to minimize the impact of misinformation or poor communication and give the chance to aport new ideas to the system for a better compression and implementation of this. For example the correct use of communication Between agent of change and personal showing elements to improve and the importance for the good of the company but demonstrating the right benefits for the process which normally interact in the productivity and effectiveness of a company.
通过帮助员工了解变革的逻辑过程，有助于调解变革的阻力。当然，这种技术有助于将错误信息或不良沟通的影响降到最低，并为系统提供更好的压缩和实现新想法的机会。例如，正确使用变革代理人和个人之间的沟通，展示改进的要素和对公司利益的重要性，但展示正常情况下影响公司生产力和效率的过程的正确利益。
Participation 参与
This tactic involves those individuals directly affected by the purpose of change into the decision making process. This kind of method allows expressing their feelings, increasing the quality of the process and increase employee commitment for final decision. For example, create tools for the evaluation of the process that help to understand better the inclusion of strategies showing the important of evaluation for both sides of views.
这种策略涉及到那些直接受决策过程变更目的影响的个人。这种方法可以表达他们的感受，提高流程的质量，增加员工对最终决策的承诺。例如，创建流程评估工具，帮助更好地理解包含的策略，这些策略显示了评估对双方观点的重要性。
Facilitation and support 便利和支持
Involve helping employees deal with the fear and anxiety, associated with the change effort, this help could be include employee counselling and new skills training for a better use of tactics and facilitation trough the process of change.
包括帮助员工应对与变革努力相关的恐惧和焦虑，这一帮助可以包括员工咨询和新技能培训，以更好地使用策略并在变革过程中提供便利。
Negotiation 协商
Involves a bargain between something value for an agreement to lessen this hard process of change that sometimes can be stressful by both sides. This resistance method can be very useful, when the confrontation comes from a powerful source and shows the importance of negotiation in the process. Additionally, there is the risk that, once a change agent negotiates with one party to avoid resistance, he or she is open to the possibility of being blackmailed by other individuals in positions of power. When misunderstanding and lack of communication, makes part of the process that commonly happens in different types of organization.
包括在一些有价值的东西之间达成协议，以减少这种有时会给双方带来压力的艰难变革过程。当对抗来自一个强大的来源并表明谈判过程中的重要性时，这种抵抗方法可能非常有用。此外，一旦变革代理人与一方协商以避免阻力，他或她就有可能被其他掌权者勒索。当误解和缺乏沟通时，会成为不同类型组织中常见的过程的一部分。
Manipulation 操纵
Refers to cover attempts to influence others about the process of change. Sometimes involves twisting and distortion of facts to make the change appear more attractive and comprehensive. One of the common tactics to use is this particular case is creating false rumours is an example of manipulation. According to the international journal of managements reviews the use of manipulation in a change process could be illegal and immoral, because use the misunderstanding as a tool for manipulate and distort the right compression of different factors that helps to use the correct develop of tactics. Minimizing the resistance of change.
指试图影响他人改变过程的行为。有时会扭曲和歪曲事实，使改变看起来更具吸引力和全面性。常用的策略之一是，在这种特殊情况下，制造虚假谣言是操纵的一个例子。根据国际管理杂志的评论，在变革过程中使用操纵可能是非法和不道德的，因为利用误解作为操纵和扭曲不同因素的正确压缩的工具，有助于正确制定策略。最大限度地减少变革的阻力。
Co-optation 合作
In this kind of method it is form by both manipulation and cooptation and it seeks to buy the leaders of the resistance, giving them a key role in the change decision. The last two methods are relatively inexpensive for the organization and are the easy ways to gain the support of adversaries. In addition to this sometimes this method can demonstrate that if they note this, can be sing of tricked or used. Once discovered the agent creditability may drop to cero and in the future might be a sign of confrontation and retaliation.
在这种方法中，它是通过操纵和合作形成的，它试图收买抵抗力量的领导人，让他们在变革决策中发挥关键作用。后两种方法对组织来说相对便宜，是获得对手支持的简单方法。除此之外，有时这种方法可以证明，如果他们注意到这一点，可以被欺骗或使用。一旦被发现，特工的信誉可能会下降到cero，未来可能是对抗和报复的征兆。
Coercion 威胁
The coercion tactic can be used to deal with the resistance fact, involves the use of different threats or force against the resisters. According to Stephen Robbins, Organizational Behaviour, different organizational methods as coercion sometimes involves the use of bad recommendations and negative perform evaluation. This method should only be used when speed is of the essence or when the other person themselves has taken to public and damaging actions.
胁迫战术可用于应对抵抗事实，包括对抵抗者使用不同的威胁或武力。根据斯蒂芬·罗宾斯的《组织行为学》，不同的组织方法如胁迫有时会涉及使用不良建议和负面绩效评估。只有当速度至关重要，或者当其他人自己采取了公开和破坏性的行动时，才应该使用这种方法。
Those methods listed above show the importance of management and the correct use of it. In addition to this tactics, the resistance of change in organization has different approaches that show the incursion of several strategies can be completely illegal and may undetermined change agent’s credibility. Being this stops the improvements in the organization.
以上列出的方法表明了管理的重要性和正确使用方法。除了这种策略之外，组织中对变革的抵制也有不同的方法，表明几种策略的侵入可能是完全非法的，并且可能无法确定变革代理人的可信度。这样会阻碍组织的改进。
Conclusions 结论
Organizations operate in multiple environments, as a temporal, external and internal. They key task for organizations is work through a series of process or steps for mediate the impact of different factor to evaluate. Achieving External adaptation and internal integration. In addition to this, they need to anticipate and give opportunities to eliminate any possible problem or unpredictable surprises.
组织在多个环境中运行，包括暂时的、外部的和内部的。组织的关键任务是通过一系列过程或步骤来调解不同因素的影响以进行评估。实现外部适应和内部整合。除此之外，他们还需要预测并提供机会来消除任何可能的问题或不可预测的惊喜。
In conclusion to this change is a very important factor to keep in mind, because if the organization doesn’t have the knowledge to achieving o good process. The company can be affected and damaging the develop of a company. For that reason the implementation of strategies that allow risk evaluation and possible changes must be planned before the execution of any kind of process.
总之，要记住这一变化是一个非常重要的因素，因为如果组织不具备实现良好流程的知识。公司可能会受到影响并损害公司的发展。因此，在执行任何类型的流程之前，必须计划实施允许风险评估和可能的变更的策略。
Finally the use of tactics to prevent the resistance of company, while is in changing process is vital for the correct use and future develop. Because, demonstrate that organizational changes are crucial factors that involve the moral as a key to be fair with the others and the correct use of managing for good of an organization.
最后，MBA作业总结在变革过程中使用策略来防止公司的抵制，对于正确使用和未来发展至关重要。因为，证明组织变革是至关重要的因素，涉及到道德作为与他人公平相处的关键，以及正确使用为组织利益而进行管理。本站提供各国留学生MBA作业代写或指导服务，如有需要可咨询本平台。