This ROI analysis is part of a human performance improvement paper written by myself at the Florida State University to explain the application of the Mager and Pipe system of analyzing and correcting performance problems (Analyzing Performance Problems, 3rd ed.,1984, by Robert F. Mager and Peter Pipe).
Resistance factors are those dynamics whereby employees or members of an organization tend to resist any form of change in their work routine or environment. Any change management effort must anticipate employee resistance to change factors, analyze them and enact solutions that will encourage ‘buy in’ by all stakeholders concerned, including employees. The following example of resistance factors was compiled by myself as part of a change management group project (final form) in a graduate class at FSU. In addition to being the final edition editor I was responsible for the resistance factor portion and proposed ideas throughout the development of the project.
The next two work examples are from another student group project at FSU involving the management of change, but this project was created for an actual organization in Florida- the City of Tallahassee Parks, Recreation, and Neighborhood Affairs (PRNA). This project was an actual consulting project to help the organization managers reduce the turnover rate for referees in the flag football leagues. Members of the team interviewed the managers of the sports division of the PRNA, talked to some of the referees, created surveys of the family members of players and together the team analyzed the situation looking at all factors in the recruitment, training, hiring, environment and retention of referees. A copy of the final report was given to the managers of the PRNA for them to implement in the organization.
I was not able to research the project on the ground being an online distance student, however I was a full participant in team discussions and decisions, communicating with the team by email and synchronous video meetings through Google Hangout. Specifically I was responsible for the initial timeline of the project (with one other team member), a description of the intended beneficiaries of the project (from data gathered by on the ground team members) and the environmental analysis of the organization, as well as editing the final report. The intended beneficiaries and environmental sections are embedded below: