Week 8 Assignment – Resistance And Communication

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Introduction

Using your selected organization, diagnose the organization’s level of resistance, and construct a solid communication plan. (Google)

Instructions

4p

  1. Diagnose the reasons for resistance to change.
  2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
  3. Create a plan for minimizing possible resistance to your change management plan.
  4. Elaborate on the relationship between resistance to change and communication.
  5. Evaluate three communication strategies.
  6. Recommend one communication strategy that would apply to your organization. Diagnose why this communication strategy is best for your organization.
  7. Create a solid communication plan for your change initiative.
  8. Use at least four quality academic resources in this assignment.
    • Note: Wikipedia and other similar Websites do not qualify as academic resource

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Week 8 Assignment – Resistance and Communication at Google

Introduction

Google is widely recognized for its innovation-driven culture, but even highly adaptive organizations encounter resistance during periods of organizational change. This paper analyzes the potential resistance to a proposed change initiative at Google—introducing a more transparent employee performance evaluation system—and develops a communication plan to manage that resistance. Through diagnosing the resistance, understanding its sources, and proposing strategic communication, this paper seeks to support smoother change implementation.

1. Diagnosing the Reasons for Resistance to Change

Resistance to change at Google may stem from its fast-paced, competitive culture where employees are deeply invested in their current workflows. A new performance evaluation system may be seen as a threat to autonomy, fairness, and established success metrics. Given Google’s emphasis on innovation, employees may resist changes they perceive as rigid or overly structured.

2. Potential Causes and Sources of Resistance

Causes of Resistance:

  1. Fear of the Unknown: Employees may worry that the new system will negatively affect their performance scores or introduce ambiguity.
  2. Loss of Autonomy: Google’s employees value creative freedom; a standardized evaluation process may be perceived as limiting.
  3. Mistrust in Leadership: If not communicated properly, employees may suspect hidden motives behind the change.

Sources of Resistance:

  1. Mid-Level Managers: They may fear the added responsibility or that changes could expose team weaknesses.
  2. High-Performing Employees: These individuals may see no reason for change, especially if the current system benefits them.
  3. HR Department: May resist due to increased workload in implementing and managing the new process.

3. Plan to Minimize Resistance

To minimize resistance, Google should:

  • Engage Employees Early: Involve stakeholders in designing the new evaluation system.
  • Pilot the Change: Run the new system with a small group to demonstrate benefits and gather feedback.
  • Provide Training and Support: Equip employees and managers with tools to understand and navigate the new system confidently.

4. Relationship Between Resistance and Communication

Resistance to change is often fueled by poor communication. Lack of clear, timely, and two-way communication creates uncertainty, leading to anxiety and opposition. Effective communication can alleviate fear, clarify purpose, and build trust—turning potential resistors into advocates.

5. Evaluation of Three Communication Strategies

  1. Top-Down Communication: Ensures consistency but may feel authoritarian and limit feedback.
  2. Two-Way Communication: Encourages dialogue, builds trust, and allows feedback, fostering engagement.
  3. Change Agent Communication: Uses influential employees to spread the message, encouraging peer adoption.

6. Recommended Communication Strategy for Google

Two-Way Communication is the most appropriate strategy for Google. It aligns with Google’s culture of openness and innovation. This method allows employees to express concerns, ask questions, and feel heard, thereby reducing fear and encouraging ownership of the change.

7. Communication Plan for the Change Initiative

Objective: Ensure understanding, acceptance, and support for the new performance evaluation system.

StepActionResponsibleTiming
1Initial Announcement via company-wide email and video messageSenior LeadershipWeek 1
2Departmental Town Halls with Q&AHR + ManagersWeek 2
3Feedback Collection through surveys and forumsChange TeamWeek 3–4
4Pilot Launch and EvaluationHRWeek 5–8
5Rollout with Training SessionsHR + L&DWeek 9
6Continuous Support (FAQs, drop-in sessions)HR Support TeamOngoing

References

  1. Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
  2. Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to the models, tools, and techniques of organizational change. Kogan Page.
  3. Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our journey in organizational change research and practice. Journal of Change Management, 9(2), 127–142.
  4. Ford, J. D., & Ford, L. W. (2010). Stop blaming resistance to change and start using it. Organizational Dynamics, 39(1), 24–36.

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