Um comportamento é dito mais resistente à mudança quanto menor for a alteração observada diante de modificações ambientais. Assim, estudos sobre resistência à mudança têm investigado a alteração do comportamento após a inserção de algumas operações que podem mudar comportamento que está em curso (evento perturbador). Essa proposta pode ser eficaz em investigações voltadas aos efeitos do consumo de drogas, como por exemplo, o etanol, que estimula determinadas áreas do Sistema Nervoso Central, responsáveis por possíveis alterações no valor reforçador de estímulos. O presente trabalho teve como objetivo avaliar se a presença do etanol acarretaria em alguma alteração diferencial nas condições com diferentes taxas de reforço e se sua presença e ausência poderiam ser caracterizadas como um evento perturbador. O Experimento I constou de duas partes. Na primeira parte foi analisada a função do etanol como evento perturbador. Dez ratos autoadministravam por via oral (gelatina) etanol (ET) 10% ou maltodextrina (MALTO) antes de sessões experimentais de treino de pressão à barra sob um esquema múltiplo VI 15 s-VI 45s. Na segunda parte, a pressão à barra foi colocada em extinção, mas as condições de autoadministração das substâncias foram mantidas para observar o efeito do etanol sobre a resistência à mudança dessa resposta. O Experimento II teve como objetivo avaliar o efeito da retirada de ET depois de intoxicações aguda e crônica. O experimento constou de duas partes. Na primeira, uma única dose de 20% de ET foi administrada por gavagem a ratos (n=9) previamente treinados sob o esquema múltiplo VI-VI; após 12 e 36 horas da administração, a resposta de pressão a barra sob o esquema múltiplo VI-VI foi observada. Na segunda parte, os mesmo ratos autoadministraram a cada 12 horas gelatina de ET a 10% por 21 dias; após 12 e 36 horas da administração, a resposta de pressão a barra sob o esquema múltiplo VI-VI foi novamente estudada. Os resultados do Experimento I indicaram que as doses consumidas de ET (10g/Kg) não tiveram função de evento perturbador. Quando houve algum efeito de queda ou aumento das taxas de respostas, esse não foi observado apenas no componente correlacionado com maior taxa de reforço, mas sim em ambos. Quanto à administração de ET na resistência à mudança empregando-se extinção como evento perturbador, não se obteve qualquer alteração. Contudo, quando a análise foi voltada à administração da gelatina, fosse com MALTO ou ET, houve diferentes efeitos em relação à fase de linha de base. Na primeira fase do Experimento II (retirada após intoxicação aguda) foi observado que a retirada do etanol teve efeito de evento perturbador apenas para sessões após 12h, mas não após 36h. Na segunda fase (retirada após a administração crônica) não houve efeito de retirada: os ratos continuaram se comportando de maneira semelhante aos dias com etanol. A retirada do etanol somente após a administração aguda apresentou tal efeito, que pode ser explicado devido ao efeito rebote de sua remoção do organismo, que foi observado somente após poucas horas do término do consumo (12 horas). Esse efeito rebote parece ter sido alterado pela taxa de reforço estabelecida nas condições do presente experimento (menos alterada ix na condição com maior taxa de reforço). Essa diversidade de resultados pode ter sido em função das diferenças entre consumo agudo e crônico ou por diferenças nas vias de administração empregadas / A behavior is considered resistant to change as the smallest change is observed before environmental modifications. Therefore, studies on resistance to change have investigated the change in behavior after the administration of some operations which can change the behavior in course (disrupting operation). This approach can be effective regarding investigations related to the effect of drug consumption such as ethanol, which stimulates specific areas in the Central Nervous System responsible for modifications in the reinforcement value of reinforcing stimuli. Thus, the purpose of the present study was to evaluate if the presence of ethanol would bring on any differential alteration in the reinforcement value of conditions with different rates of reinforcement and if its presence could be seen as a disruptive operation. Experiment I consisted of two parts. In the first, the function of ethanol as a disruption operation was analyzed. Ten rats self-administered orally (gelatin) ethanol (ET) 10% or maltodextrin (MALTO) before trial sessions of bar pressing training under a multiple VI 15 s-VI 45 s schedule. On the second part, the bar pressing was in extinction, but the conditions of the self-administration of the substances were maintained to observe the effects of ethanol on the resistance to change of this response. The purpose of Experiment II was to evaluate the effects of ET withdrawal after acute and chronic intoxications. The experiment was divided into two parts. On the first, a single dose of 20% ET was administered by force feeding to rats (n=9) previously trained under multiple schedules VI-VI; after 12 and 36 hours of the administration, the response bar pressing under the schedule VI-VI was observed. On the second part, the same rats self-administered every 12 hours ET gelatin at 10% for 21 days; after 12 and 36 hours of administration, the response bar pressing under the multiple schedule VI-VI was assessed. The results from Experiment I indicated that the consumed doses of ET (10g/Kg) did not function as a disrupting operation. When there was some effect or increase in response rates, it was not only observed in components co-related to a higher reinforcement rate, but in both. Regarding the administration of ET related to resistance to change when employing extinction as a disruption operation, there was no alteration. Nonetheless, when the analysis was directed to the administration of the gelatin either with MALTO or with ET there were different effects related to the baseline phase. On the first phase of Experiment II (withdrawal after acute intoxication) ethanol withdrawal had the effect of a disrupting operation only during sessions after 12hr, but not after 36hr. On the second phase (withdrawal after chronic administration) there was no effect of the withdrawal: rats continued to behave on the same way as they did on the days with ethanol. The ethanol withdrawal only presented such an effect after the acute administration which can be explained due to the rebound effect of its removal from the organism, which was observed only a few hours after the end of the consumption (12 hours). This rebound effect seems to be changed through the reinforcement rate established on the conditions of the present xi Experiment 2 (unless changed in the condition with the highest rate of reinforcement). The same results were not observed after the end of the chronic administration of the ethanol. This difference in results could be due to the differences between acute and chronic consumption or the differences in the methods of administration employed

In the context of globalization, technological advances, and the development of the knowledge economy, organizations must innovate to remain competitive. Recently, the call for innovation in public and nonprofit sector organizations has increased. These organizations, which rely on tax exemption, state allocations, or charitable contributions, must innovate for practical and symbolic reasons. While many factors contribute to innovation capacity, a key variable - employee perceptions of organizational support for innovation - is an influential variable. In several studies, employees who perceived greater organization supported innovation were more likely to behave in innovative ways. Research indicates that perceptions of organizational support for innovation may be affected by organizational trust and individual resistance to change. The purpose of this study was to conduct an exploratory investigation of perceptions of organizational support for innovation among employees of a nonprofit credit union in a Midwestern state. Associations among organizational support for innovation, resistance to change, organizational trust, and several independent variables were measured. A web-based survey, made up of previously tested scales, was distributed to 534 employees and completed by 345, for a 64.6% response rate. Three methods were used to test the hypotheses: principal components analysis, multiple regression analysis, and path analysis. Several significant direct associations were found. As organizational trust and work engagement increased, organizational support for innovation also increased. As resistance to change, conflict, and level of education increased, organizational support for innovation decreased. Two significant interaction effects were also found; the interaction variable of organizational trust and education, and the interaction variable of resistance to change and participation in the innovation workshop each contributed significantly to the model. Importantly, when intervening and independent variables were combined in regression models with organizational trust, only organizational trust showed a significant predictive relationship. Using path analysis, organizational trust was the most important variable in explaining perceived organizational support for innovation. Ranking second and third in importance were conflict and resistance to change. Implications from the study's findings are relevant for organizational strategy, management, and practice. Strategically, leaders must prioritize innovation activities, address differences in disposition among employees, and supply adequate resources. Strategic efforts must also account for the complex stakeholder demands and values that are unique to the nonprofit sector. Managerially, building systems trust, resolving destructive conflict, and leading effectively are of paramount concern to the innovation capacity of nonprofit organizations. Finally, several discrete practices, including appealing to the internal motivation of nonprofit employees, engaging employees in innovation activities, and assuring trust is integrated in innovation systems, are recommended.

<p>This study aims to understand, describe, and analyze the factors that lead employees resist organizational change efforts. More specifically, by locating various types of roots and symptoms of resistance, we have developed a framework which managers or individuals, who plan to initiate a change program, can use to manage resistance and to benefit, if exist, from the constructive value of resistant behaviors of employees. Findings are drawn from the reinterpretation of two case studies which were conducted on the area. While the first one involves introduction of activity-based costing system in a Portuguese telecommunications company, second one analyzes implementation of a new management program, called BATON, in a university funded research organization. By relying on these case studies, existing models and concepts related to resistance were tested, reinterpreted and an alternative framework to manage resistance is developed. As a result of the study, it is found that despite the amount of theoretical concepts and tools, there is still an important deficiency in terms of resistance management, and managers usually tend to employ pre-set methods to overcome resistance in change management. Findings of the thesis provide those who plan to start and implement change programs with a comprehensive framework to locate, understand and analyze resistance and to take appropriate managerial actions in organizational change efforts.</p>

Abstract Problem: This thesis was made by a commission from Svensk Logistikanalys AB (SLA). SLA is a relatively new firm who is working as a freight broker for firms that wants to lower their freight costs. SLA contacted Jönköpings international business school because they experienced a problem with too many firms, that had SLA’s concept introduced to them, but turned down their services. On the basis of this, following purpose of the report has been stated. Purpose: In this thesis we will study companies that have said no to the services of SLA. The purpose is to find and understand the factors that make them say no to the services. Method: In order to investigate factors that influence potential customer to SLA we interviewed six firms to whom SLA had introduce their concept to, but after a negotiation turned them down. The interviews have been well documented with help from a tape recorder, so there would be no loss of important details. The interviews was then reviewed and compared with the theory and our own opinions of the content of the interviews. Analysis: The analysis is divided into three topics; contact with customers, relations and resistance to change. When analyzing these topics we have gone through all the firms’ topic by topic and this led us to several conclusions. Conclusion: We have found several causes which has influenced SLA’s potential customer to reject SLA’s concept. Something that is common for all the firms are that time of delivery is very important and the uncertainty with introducing a new transportation company influences their decisions. Another cause is the resistance to change that arises when introducing a new transportation company. We also found some skepticism about the savings promised by SLA. / Sammanfattning Problem: Denna uppsats är gjord på uppdrag av Svensk Logistikanalys AB (SLA). SLA är ett relativt nystartat företag som arbetar som fraktmäklare åt företag som vill minska sina fraktkostnader. De kontaktade högskolan eftersom de upplevde att de hade problem med att för många företag, som fick deras koncept presenterat för sig, tackade nej till deras tjänster. Utifrån detta arbetades följande syfte med uppsatsen fram: Syfte: I denna uppsats kommer vi studera företag som tackat nej till SLA:s tjänster. Syftet är att finna och förstå de faktorer som gör att de tackar nej till tjänsterna. Metod: För att undersöka vad som påverkat potentiella kunder till SLA har vi genomfört intervjuer med sex stycken företag som SLA har presenterat sitt koncept för men som efter förhandling inte har köpt deras tjänster. Intervjuerna har noga dokumenterats med hjälp av en bandspelare för att inte missa några viktiga detaljer i intervjuerna. Intervjuerna har därefter granskats och jämförts med den teori som studerats och våra egna uppfattningar av intervjuernas innebörd. Analys: Analysen är uppdelad i tre områden; kontakt med kunden, relationer samt motstånd till förändring. Vid analys av dessa områden så har vi gått igenom alla företagen område för område vilket har utmynnat till flera slutsatser. Slutsats: Vi har funnit flera orsaker till vad som har påverkat SLA:s potentiella kunder till att de tackar nej. Något som är gemensamt för alla företagen är att leveranssäkerheten är av största vikt, och att osäkerheten med att införa en ny transportör påverkar deras beslut. En annan orsak är att den förändring som uppstår vid införandet av en ny transportör är jobbig samt skapar motstånd hos dem som jobbar närmast transportören. Vi har även funnit en viss skepsis hos företagen till SLA:s lovade besparing vid upphandlingstjänsten.

Globalization, new technologies, culture shifts are some of the factors contributing to the fast-moving environment where organizations develop their activities. As a consequence, organizations have to change more frequently in response to the environment. The ability to manage change effectively has become crucial. However, recent research shows that 2 out of 3 change initiatives fail. Resistance to change is often cited as a main factor contributing to these failures. Based on that we decided to analyze the concept of resistance, its sources and what can be done to cope with it. After reviewing the literature we found that most researchers consider it as an obstacle; however, we also found that resistance can offer benefits to the change process, such as addressing possible weaknesses or serving as a source of innovation. We described a model to diagnose resistance based on the equity theory with an empirical illustration included. In addition, to manage resistance properly we found that communication and participation are two methods that target numerous sources of resistance and make possible to harness its benefits. Finally, we described the attributes of transformational leaders linking them to a specific example of the sports field to show the effective role that this leadership style has in terms of bringing changes to organizations and managing resistance.

This study aims to understand, describe, and analyze the factors that lead employees resist organizational change efforts. More specifically, by locating various types of roots and symptoms of resistance, we have developed a framework which managers or individuals, who plan to initiate a change program, can use to manage resistance and to benefit, if exist, from the constructive value of resistant behaviors of employees. Findings are drawn from the reinterpretation of two case studies which were conducted on the area. While the first one involves introduction of activity-based costing system in a Portuguese telecommunications company, second one analyzes implementation of a new management program, called BATON, in a university funded research organization. By relying on these case studies, existing models and concepts related to resistance were tested, reinterpreted and an alternative framework to manage resistance is developed. As a result of the study, it is found that despite the amount of theoretical concepts and tools, there is still an important deficiency in terms of resistance management, and managers usually tend to employ pre-set methods to overcome resistance in change management. Findings of the thesis provide those who plan to start and implement change programs with a comprehensive framework to locate, understand and analyze resistance and to take appropriate managerial actions in organizational change efforts.

Purpose – The purpose is to explain the relationship between communication and employee perceptions during organizational mergers. It will furthermore enhance the knowledge about effective organizational communication which should be able to ensure support and to deal with resistance. The study will be based on the actual merger between Växjö University and University of Kalmar in Sweden. Methodology – A comparative study is chosen as general research orientation. The employed methodology will be of a deductive and quantitative nature. Empirical data for this study will be collected through an online survey which is distributed among the employees of both Växjö University and University of Kalmar. Findings – Early information and communication seem to have an influence on the general attitude toward a merger but not on the general interest. Employees distinguish communication devises according to their quality. Appealing reasons induce positive effects on the employee’s opinion about the merger. Communication efforts were not able to visibly reduce resistance in the particular merger of Linnéuniversitet. Research limitations – The major limitation of this study lies in the limited amount of participants which makes it difficult to deduce concrete and general results and to formulate recommendations. A further methodological limitation lies in the used one point in time measurement. Recommendations and Conclusion – The focus of communication should rely on the quality of information and not on sheer quantity. Positive quality-related reasons should be emphasized during communication about mergers while still recognizing less favorable reasons. Mutual discussion should be provided so that constructive feedback can be obtained. / A

<p>Abstract</p><p>Problem: This thesis was made by a commission from Svensk Logistikanalys AB (SLA). SLA is a relatively new firm who is working as a freight broker for firms that wants to lower their freight costs. SLA contacted Jönköpings international business school because they experienced a problem with too many firms, that had SLA’s concept introduced to them, but turned down their services. On the basis of this, following purpose of the report has been stated.</p><p>Purpose: In this thesis we will study companies that have said no to the services of SLA. The purpose is to find and understand the factors that make them say no to the services.</p><p>Method: In order to investigate factors that influence potential customer to SLA we interviewed six firms to whom SLA had introduce their concept to, but after a negotiation turned them down. The interviews have been well documented with help from a tape recorder, so there would be no loss of important details. The interviews was then reviewed and compared with the theory and our own opinions of the content of the interviews.</p><p>Analysis: The analysis is divided into three topics; contact with customers, relations and resistance to change. When analyzing these topics we have gone through all the firms’ topic by topic and this led us to several conclusions.</p><p>Conclusion: We have found several causes which has influenced SLA’s potential customer to reject SLA’s concept. Something that is common for all the firms are that time of delivery is very important and the uncertainty with introducing a new transportation company influences their decisions. Another cause is the resistance to change that arises when introducing a new transportation company. We also found some skepticism about the savings promised by SLA.</p> / <p>Sammanfattning</p><p>Problem: Denna uppsats är gjord på uppdrag av Svensk Logistikanalys AB (SLA). SLA är ett relativt nystartat företag som arbetar som fraktmäklare åt företag som vill minska sina fraktkostnader. De kontaktade högskolan eftersom de upplevde att de hade problem med att för många företag, som fick deras koncept presenterat för sig, tackade nej till deras tjänster. Utifrån detta arbetades följande syfte med uppsatsen fram:</p><p>Syfte: I denna uppsats kommer vi studera företag som tackat nej till SLA:s tjänster. Syftet är att finna och förstå de faktorer som gör att de tackar nej till tjänsterna.</p><p>Metod: För att undersöka vad som påverkat potentiella kunder till SLA har vi genomfört intervjuer med sex stycken företag som SLA har presenterat sitt koncept för men som efter förhandling inte har köpt deras tjänster. Intervjuerna har noga dokumenterats med hjälp av en bandspelare för att inte missa några viktiga detaljer i intervjuerna. Intervjuerna har därefter granskats och jämförts med den teori som studerats och våra egna uppfattningar av intervjuernas innebörd.</p><p>Analys: Analysen är uppdelad i tre områden; kontakt med kunden, relationer samt motstånd till förändring. Vid analys av dessa områden så har vi gått igenom alla företagen område för område vilket har utmynnat till flera slutsatser.</p><p>Slutsats: Vi har funnit flera orsaker till vad som har påverkat SLA:s potentiella kunder till att de tackar nej. Något som är gemensamt för alla företagen är att leveranssäkerheten är av största vikt, och att osäkerheten med att införa en ny transportör påverkar deras beslut. En annan orsak är att den förändring som uppstår vid införandet av en ny transportör är jobbig samt skapar motstånd hos dem som jobbar närmast transportören. Vi har även funnit en viss skepsis hos företagen till SLA:s lovade besparing vid upphandlingstjänsten.</p>

<p><strong>Purpose – </strong>The purpose is to explain the relationship between communication and employee perceptions during organizational mergers. It will furthermore enhance the knowledge about effective organizational communication which should be able to ensure support and to deal with resistance. The study will be based on the actual merger between Växjö University and University of Kalmar in Sweden.<strong></strong></p><p><strong>Methodology – </strong>A comparative study is chosen as general research orientation. The employed methodology will be of a deductive and quantitative nature. Empirical data for this study will be collected through an online survey which is distributed among the employees of both Växjö University and University of Kalmar.</p><p><strong>Findings – </strong>Early information and communication seem to have an influence on the general attitude toward a merger but not on the general interest. Employees distinguish communication devises according to their quality. Appealing reasons induce positive effects on the employee’s opinion about the merger. Communication efforts were not able to visibly reduce resistance in the particular merger of Linnéuniversitet.</p><p><strong>Research limitations – </strong>The major limitation of this study lies in the limited amount of participants which makes it difficult to deduce concrete and general results and to formulate recommendations. A further methodological limitation lies in the used one point in time measurement.</p><p><strong>Recommendations and Conclusion – </strong>The focus of communication should rely on the quality of information and not on sheer quantity. Positive quality-related reasons should be emphasized during communication about mergers while still recognizing less favorable reasons. Mutual discussion should be provided so that constructive feedback can be obtained.</p> / A

Adapting to change in a constantly changing environment is a challenge that organisations face on a daily basis. In order to stay competitive globally, the management of resistance to change becomes crucial. Research done on leadership reveals the very strong effect that leaders have on followers’ behaviours and attitudes and it is emphasized the role leadership plays in the implementation and supporting of change. The purpose of this dissertation is to determine whether a relationship between leadership and resistance to change exist within the higher education sector. The study obtains data of 75 participants within the faculty of engineering. The survey was done by means of a questionnaire. The statistical analyses included frequency analysis, descriptive statistics, reliability analysis, correlations, independent t-tests, Mann-Whitney tests, ANOVAs and Kruskal-Wallis tests. Results indicated that employees’ reactions toward change could be influenced by the type of leadership style present in the organisation, therefore it is necessary that the correct leadership style within an organisation cannot be underestimated. It could mean the difference between success and failure. For the purpose of this study, the researcher considered the scales of the Resistance to Change questionnaire sufficiently reliable, but further exploration of the scales and its adaptation to this context may be needed in future to enhance reliability measures. An important insight of this research is that, to be more effective in creating and supporting change within organisations, managers need to learn to recognise and understand resistance within them as well as in others. This research contributes to the already vast content of research on leadership and resistance to change and does so by being focused on studying these constructs under a unique set of circumstances. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013