Organizational Structure Simulation Essay

Words: 915
Pages: 4

Organizational Structure Simulation

Synergetic Solutions Inc.

University of Phoenix

COM/530 Communication for Accountants


This paper looks Synergetic Solutions Inc. A simulated organization facing some

structure changes and what forces are at play. We look at what factors the Leader of

the organization will consider to implement a successful change of strategy. We will

describe at least two of the models the leader of the organization might employ. We

will also evaluate what communication will be necessary to implement these

changes within these two models. We will also look at what type of resistance we

might face in implementing these changes.

External Factors for Change
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Managing Resistance

The level of stress an employee feels during organizational change is

proportional to the level of perceived threat. Managers need to anticipate and

adjust their communication to minimize the perception of threat during change.

Chart a restructuring plan with functional heads. Realigning employees into

project teams. Meetings should also be held to communicate changes and address

employee concerns. The commitment to change must be established by announcing

sanctions on non conformers. Relegate non conformers to marginal functions and

offer severance options.
Examples of resistance can include the cost of investing in an IT

infrastructure may be high initially and freezing funds that could be used in other

areas. Changes of hierarchy and structure may upset most employees and the cost

might be too steep to justify.

Generally when it comes to frontline employees resistance is a little less

specifically motivated and more of concerns based on the unknown. Employees

might not be aware of the underlying need for the change. Lay-offs may be

announced or feared as part of the changes. Employees might be unsure if they have

the needed skills for success in the new structure. Or simply, individuals might be

comfortable with the present state; They wanted to maintain the personal rewards

and sense of accomplishment and fulfillment provided by the status quo. Employees