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Organizational Learning and Change: Strategic Interventions to Deal with Resistance

Organizational Learning and Change: Strategic Interventions to Deal with Resistance

Jieun You, Junghwan Kim, Doo Hun Lim
Copyright: © 2017 |Pages: 19
ISBN13: 9781522509486|ISBN10: 1522509488|EISBN13: 9781522509493
DOI: 10.4018/978-1-5225-0948-6.ch015
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MLA

You, Jieun, et al. "Organizational Learning and Change: Strategic Interventions to Deal with Resistance." Handbook of Research on Human Resources Strategies for the New Millennial Workforce, edited by Patricia Ordoñez de Pablos and Robert D. Tennyson, IGI Global, 2017, pp. 310-328. https://doi.org/10.4018/978-1-5225-0948-6.ch015

APA

You, J., Kim, J., & Lim, D. H. (2017). Organizational Learning and Change: Strategic Interventions to Deal with Resistance. In P. Ordoñez de Pablos & R. Tennyson (Eds.), Handbook of Research on Human Resources Strategies for the New Millennial Workforce (pp. 310-328). IGI Global. https://doi.org/10.4018/978-1-5225-0948-6.ch015

Chicago

You, Jieun, Junghwan Kim, and Doo Hun Lim. "Organizational Learning and Change: Strategic Interventions to Deal with Resistance." In Handbook of Research on Human Resources Strategies for the New Millennial Workforce, edited by Patricia Ordoñez de Pablos and Robert D. Tennyson, 310-328. Hershey, PA: IGI Global, 2017. https://doi.org/10.4018/978-1-5225-0948-6.ch015

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Abstract

This chapter discusses organizational learning as a strategic approach for organizational change. In the face of turbulent and uncertain environments, continuous involvement in organizational change is necessary. However, most organizations encounter resistance to change, thus fail to accomplish organizational change despite change efforts. Previous literature explains that resistance to change results from cognitive and psychological processes, social and power relationships, and organizational structural inertia. Given the findings from the previous research, organizational learning theories can provide strategic interventions to effectively deal with resistance and to achieve organizational change goals. The learning organization embrace learning activities – unlearning, experimentation, exploration, double-loop learning, and action learning - to develop the adaptability to environmental changes. This chapter suggests that HR/HRD should play a role in building the learning organization and facilitating organizational learning for change as a change agent.

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