Since the restructuring, your division has had trouble filling the open positions with appropriate candidates. The selection processes used by human resources have not yet adjusted to the new criteria required for the restructured job positions. This problem is an example of which kind of resistance to change?
A) structural inertia
B) limited focus of change
C) group inertia
D) threat to expertise
E) threat to established power relationships

Question

Quizplus · Accepted Answer

Structural inertia refers to the resistance to change that arises from the existing organizational structure, policies, procedures, and systems. In this case, the selection processes used by HR are part of the existing structure, and they have not yet been adjusted to the new requirements for the restructured positions. This is a clear example of structural inertia. The other options do not fit the scenario as well. B) limited focus of change suggests that the change may not be expansive enough, but this is not the problem here. C) group inertia would refer to the resistance of a group of employees to change, which is not specifically described in the scenario. D) threat to expertise and E) threat to established power relationships may be factors contributing to resistance to change in other cases, but they are not as directly relevant to the problem at hand.

Since the Restructuring, Your Division Has Had Trouble Filling the Open