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Industrial Culture and Its Influence on Change and Innovation Adoption : = A Qualitative Case Study.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Industrial Culture and Its Influence on Change and Innovation Adoption :/
Reminder of title:	A Qualitative Case Study.
Author:	Betlejeski, Thomas J.
Description:	1 online resource (186 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.
Contained By:	Dissertation Abstracts International79-01A(E).
Subject:	Management. -
Online resource:	click for full text (PQDT)
ISBN:	9780355169003

Industrial Culture and Its Influence on Change and Innovation Adoption : = A Qualitative Case Study.
Betlejeski, Thomas J.

Industrial Culture and Its Influence on Change and Innovation Adoption :A Qualitative Case Study. - 1 online resource (186 pages)

Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.

Thesis (D.M.)

Includes bibliographical references

Organizations seek out change initiatives to improve their production, lower their costs, or improve their quality. With regularity, these change initiatives are met with a lackluster response from the participants and the full benefits of the change is not fully realized by the organization. Change leaders seek to overcome this resistance through a variety of actions but are rarely successful in avoiding them. Resistance to change is a common response from humans when faced with the unknown causes and symptoms of the change and as such leaders need to understand the reasons why resistance happens. This study looked at another aspect of change resistance in how social groups can influence the individual to resist or support change initiatives. This study used an industrial plastics manufacturer to examine the resistance to change found from individuals and also examined the influence that a social group can have on the individual participant. The present study found that social groups and their tacit leaders did indeed influence the individual workers into either supporting or resisting change initiatives even if it went against their own beliefs. The present study also found that two themes emerged called "Communication failures" and "Stronger leadership". Those themes suggested that there is a basic communication breakdown between leaders and workers and that there is a need for stronger leadership during times of change.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355169003Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Industrial Culture and Its Influence on Change and Innovation Adoption : = A Qualitative Case Study.
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500 $a Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.
500 $a Adviser: Steven W. Van Ginkle.
502 $a Thesis (D.M.) $c University of Phoenix $d 2017.
504 $a Includes bibliographical references
520 $a Organizations seek out change initiatives to improve their production, lower their costs, or improve their quality. With regularity, these change initiatives are met with a lackluster response from the participants and the full benefits of the change is not fully realized by the organization. Change leaders seek to overcome this resistance through a variety of actions but are rarely successful in avoiding them. Resistance to change is a common response from humans when faced with the unknown causes and symptoms of the change and as such leaders need to understand the reasons why resistance happens. This study looked at another aspect of change resistance in how social groups can influence the individual to resist or support change initiatives. This study used an industrial plastics manufacturer to examine the resistance to change found from individuals and also examined the influence that a social group can have on the individual participant. The present study found that social groups and their tacit leaders did indeed influence the individual workers into either supporting or resisting change initiatives even if it went against their own beliefs. The present study also found that two themes emerged called "Communication failures" and "Stronger leadership". Those themes suggested that there is a basic communication breakdown between leaders and workers and that there is a need for stronger leadership during times of change.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Management. $3 558618
650 4 $a Business education. $3 563011
650 4 $a Organizational behavior. $3 557544
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