Organizational+Structure

=Organizational Structure= Organizational structure can be a source of resistance. Some innovations require departments that used to be independent to work together to reach a common goal. Re-structuring may spark resistance because people get used to performing one task and when they are asked to stop doing that task and do something new and unfamiliar they resist refuse to comply.

An example of the organizational structure being a source of resistance would be an individual working for a training department and then moved to a performance improvement organization, as part of the solution to improve workforce performance. When someone is an expert in one field and then asked to do something that they consider not utilizing their skills, it is likely that this person will begin to resist the change.

The change agent should approach each situation differently, depending on how large or small the innovation is. For a smaller innovation, an innovation that is being put into effect only to help an already efficient system, the change agent should try to adapt the innovation to the existing organizational structure. For a larger-scale innovation, the change agent should consider reengineering the organizational structure.