This essay focuses on Resistance Risk Mitigation. Overview Using the same scenario from Identifying the Organizational Learning Issue, you realize that transitioning your organization to a learning environment may not be as easy as first imagined. You have encountered several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge.

 

Resistance Risk Mitigation

 

.Supporting Document 2: Resistance Risk Mitigation Intervention

Overview

Firstly, Using the same scenario from Identifying the Organizational Learning Issue,

Secondly, you realize that transitioning your organization to a learning environment may not be as easy as first imagine.

Thirdly, You have encounter several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge.

In addition, You decide to gather a decision-making team to assist in identifying the high

or moderate resistance risks that may stop or slow down the process of this transition.

Moreover, The decision-making team must also recommend some mitigation intervention

to lower the identified resistance risks to either moderate or low.

For example, a high resistance risk can become moderate or low and moderate resistance risk can become low.

Further, Your final product will be a table that identifies five issues relate to the

organization’s culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge.

Additionally, You must also provide a description of each resistance issue

and rate the resistance risk before the mitigation intervention as either High (H) or Moderate (M).

Then, you must provide a description of your team’s mitigation intervention

and determine the resistance risk’s downgrade from

Firstly, High (H)

Secondly, to Moderate (M)

Thirdly, or Low (L)

In addition, and/or Moderate (M) to Low (L) after the mitigation intervention.

Instructions

Firstly, Create a table in which you:

Determine one challenge in the culture that may cause a major resistance to the transition

from individual learning to organizational learning.

Next, recommend one mitigation intervention to downgrade the identified resistance in your table.

Secondly, Provide a rationale for your selected mitigation intervention.

Predict one psychological learning threat that may result from the transition and then provide one mitigation intervention to downgrade the identified resistance in your table.

Provide a rationale for your selected mitigation intervention.

Assess the current organization structure as it relates to the free flow of knowledge, then specify one issue that may cause a major resistance to the transition.

Provide one mitigation intervention to downgrade the identified resistance in your table.

Provide a rationale for your selected mitigation intervention.

Critique the workforce commitment to this transition and predict one major resistance you may encounter.

Next, provide a mitigation intervention to downgrade the identified resistance in your table.

Provide a rationale for your selected mitigation intervention.

Propose one dissemination of knowledge issue with the recipients’ ability to absorb the knowledge and comprehend it into action (that is, motivating the recipient to share knowledge).

Next, provide one mitigation intervention to downgrade the identified resistance in your table.

Provide a rationale for your selected mitigation intervention.

Use the Resistance Risk Mitigation Intervention Table template located here.

You may also use Microsoft Word or other equivalent software to create a table in an equivalent format for this supporting document.