Organisational Change Management

The assignment highlights the importance of effective change management in an organization. It emphasizes that the inability to speak proper English can cause problems for workers in metropolitan cities, leading to difficulties in driving and interacting with others. Additionally, the changing climate can also pose a threat to workers who may not be resilient enough to adapt to these changes. The assignment then explores the relationship between power and resistance in organizational change, stating that managers have the power to control employee behavior, minimize ethical violations, and manage changing ethical codes. It also highlights the importance of ethics in both managerial and resistant positions during organizational change. Finally, the assignment concludes by emphasizing the need for managers to analyze thoroughly before implementing changes, taking into account the impact on employees' motivation and job security.

Resistance to Change
G. Rama krishna
9/23/2016
MGT536

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Introduction:- The following essay is to illustrate Why is resistance to change frequently
demonized as a problem that must be managed and also to analyze What are the ethical
implications of this and how else can resistance be understood by taking my own organization
as an example and also to tell the ethical implications followed by the managers and the
resistors in the company during the organisational change process.
Body:- Organizational change is all about reviewing and modifying management structures and
business processes in detail. A very Small businesses must adapt to survive against bigger
competitors in the field and grow. However, success should not lead to complacency. To stay a
step ahead of the competition in the market , companies need to look for ways to do things
more efficiently and cost effectively. There is no need to fear change. Instead, small businesses
should embrace change as a way to lay the foundations for enduring success.The major reasons
in any organization or the company where resistance for change is considered as threat which
should be managed because resistance in the change in the employees in many organizations
leads to reduction of the expected output in the company and also quits and transfers in the
jobs and also many threats though it is important for an organization for changes in it to
transform to a better way.
Now let us take a well known phenomenon of an organization which I was working for many
years known as TAXIS VS UBER and let us consider these factors among them and find the
ethical implications of this and how else can resistance be understood. In all over cities in the
world there is a cold war going on many taxi companies and another ride sharing company
known as uber which was recently introduced which are widely used from all the cities like
Singapore, Sydney, Bangkok etc. because it is a mobile application and does not consume much
Tim Uber's prices are cheaper than those of normal taxis and change according to supply and
demand. But that is not why Uber is successful. It is succeeding because it is responding to
customers' needs and offering a unique and innovative experience.
While taxi companies are defending uber became more powerful and innovative than them,

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Ubers prices and fares are very cheaper compared to many taxi companies’ charges.
It is announced recently that uber is soon launching trips in helicopters with reasonable charges
Investors has declared that company has an estimated value of $17bn (£21bn, €28bn) after a
massive influx of funds by the end of the June which is the new revolution and visionary
strategy in the transport business.
Taxi companies which instead of adopting same changes made by uber producing and thinking
newer strategies and innovations for their development and existence.
Some also introduced strategic ideas such as electronic payment solutions, but let's believe that
is just a first step toward more meaningful change.
Like these taxi companies, many other businesses in other areas are adapting to new challenges
too slowly.
They won’t look the change among them and think that their success is guaranteed due to their
well established position in their industries. It is comfortable and reassuring in the short term,
but hazardous in the long term. If they refuse to be innovating, they will quickly fall below.
This resistance in change has many drawbacks in the Taxi companies such as resistance in
change will show many negative effects on the workers and employees in the company such as
lack in the morality etc. Now let us consider those factors which are affecting the taxi drivers
companies a lot.
Lower Morale When the taxi drivers company resist the change in their company then many of
the workers in the company thinks optimistic regarding their future in the company and these
may promote lack of communications between the workers and work morale and also disturbs
the recruiting process in the company Clashes between the workers in the company may also
occur.
Lessened Efficiency When all the workers in the taxi drivers company are working to resist the
change occurred in the company then automatically their concentration on the work efficiency

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decreases as before the change as a result of this there will be a huge decrease in the
company’s revenue.
Disruptive Work Environment Another main disadvantage in the taxi drivers company due to
resist in the change is the disturbance in the work environment due to these changes and the
change in the style of the work nature among the employees may get disturb as a result work
effectiveness may be decreased automatically in the company which leads to the downfall of
the company.
Additional considerations There are additional some small disadvantages such as lack in
communication not all the taxi drivers in the companies can understand English so they can
face some problems in driving in metropolitan cities so extra classes should be conducted for
them to learn proper English and also another minor problem is the change in the climate
workers may not resist to the climatic changes and they may suffer.
Now let us consider the relationship between power and resistance regarding the change in the
organisation in detailed way. Power is nothing but the ability to give orders and work and group
the members in the organisation to do the work together (Fred Luthans, Organizational
Behavior). where as resistance to organisational change is generally defined as is the actions or
tasks taken by individuals and groups in the company when they perceive that a change that is
occurring to them as a threat to them (Beer and Eisenstat, 1996; Goldstein, 1988; Lawrence,
1954; Piderit, 2000; Waddell and Sohal, 1998).When resistance to change is occuring in a
company by the workers or the groups in the company the power such as managerial position
should give the proper support to them in order to resist the change they have the power to
group the people in the company and to organise teams they can take quick and proper
soulutions to resist the change and retain in the business environment they had the power to
remove or to transfer the workers in the organisation who are not willing to resist the change
and also to give proper rewards to the workers who resisted the organisational change properly
and sincerely in the company they had also the power of empowerment where they can shift
the power to the employees with better capabilities which benefits the company to large
extent. Proper managerial decisions from the power helps to resist the organisational change.

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In this way power and the resistance are related regarding the organisational change in the
company.
Now let us Analyse the ethics of the managerial and of resistant positions for achieving an
effective change management programme in a detailed manner. The following are the ethics
following by the managerial positions they are
Managers in the organisation has the power to control the behaviour of the employees in the
company.
They also minimise the ethical voilations in the company when people in the company are
voilating the rules.
They are also resposible for managing and changing the ethical codes and give guidelines to the
organisation.
The following are the ethics followed by the managers in the company they are (Boundless.
“Managers Role in Ethical Conduct.” Boundless Management. Boundless, 26 May. 2016)
fiduciary
One who holds a thing in trust for another; a trustee.
compliance
The department of a business that ensures all government regulations are met.
accountability
The state of being responsible for something.
The following are the ethics followed by the resistors during the organisational change they are.
Employees should work together in the form of the team in order to resist change. Proper team
work is important and proper ethics should be follwed between them during the work.

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Ethics plays a crucial role in the manner of organisational change and innovation in terms of the
need for a very open and honest communication among employers and co-employees, and
between the company and the public. Communication needs to be transparent during the
process of change so that continued trust in the organization will continue to exist once the
changes have been completed.
Employees in the company should follow correctly and strictly under the instructions of the
managers and their ethics.
The following are the the implications of the managerial and of resistant positions for achieving
an effective change management programme. Now firstly discuss about the implications made
by the managers during the organisational change process.
The value of the employees and their collobaration and their motivation in the workplace
should be valued By maintaining proper communication and listening to employees,managers
can understand their unfulfilled needs and resistance to change. That is, in the unfreezing
Lewin’sstage (Levasseur, 2001) the communication should be improved between managers
and the employees.
Based on the opinions and the ideas of the employees and the co workers decisions should be
taken workers and employee decisions should be valued managers should be able to understand
employees’ attitudes, but also they should keep in mind Conner’s (1998).
As soon as the change is applied them the open communication should be maintained between
managers and the employees by this kind of open exchange of ideas. By being attentive,
managers can discover to what extent change affects employees and take corrective actions
immediately to support them.

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Now let of discuss the implications taken by the resistors position during the organisational
change.
The following are the implications taken by the resistors position such as the fear of unkonwn
which is the fear of the change which will happen so this is to be avoided in the similar ways
there are many fears which are to be avoided such as fear of a loss which is the fear of losing the
job due to the changes managers may alter the positions or remove the workers from the job
and fear of failure and disruptions between relationships between employees in the company.
Result:- Based up on the following factors I conclude in a way that before the change occurs it
seems important for managers to have thorough analysis of the implementation of
organizational change to be able to determine to what extent the change is beneficial to both
company performance and employees. Since the Taxi industry requires a high labour input,
managers should pay attention to different kinds of impacts imposed on employees. They
should, in particular, keep in mind employees’ motivation and create an environment that
encourages employees to accept change and sustain competitiveness.

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REFERENCES
Beer, M. and Eisenstat, R.A. (1996) “Developing an organization capable of implementing
strategy and learning”, Human Relations, 49 (5), pp. 597-617.
Conner, Daryl R. 1998. Managing at the speed of change: how resilient managers succeed and
prosper where others fail. Chichester: John Wiley & Sons.
Fred Luthans, Organizational Behavior, 9th Edition, McGraw-Hill International,
Modern concept of power as a social and economic theory
http://www.ejournalnet.com/Contents/Issue_2/4/4_2002.htm
The Concept of power
http://www.jstor.org/pss/588888
Power and Politics - Basic Concepts.
Goldstein, J. (1988) “A Far-from-Equilibrium Systems Approach to Resistance to Change”,
Organizational Dynamics, (Autumn), pp. 16-26.
Source: Boundless. “Managers Role in Ethical Conduct.” Boundless Management. Boundless, 26
May. 2016. Retrieved 23 Sep. 2016 from
https://www.boundless.com/management/textbooks/boundless-management-textbook/ethics-in-
business-13/maintaining-ethical-standards-97/managers-role-in-ethical-conduct-456-3504/
Source: Boundless. “Managers Role in Ethical Conduct.” Boundless Management. Boundless, 26
May. 2016. Retrieved 23 Sep. 2016 from
https://www.boundless.com/management/textbooks/boundless-management-textbook/ethics-in-
business-13/maintaining-ethical-standards-97/managers-role-in-ethical-conduct-456-3504/
Managers Role in Ethical Conduct - Boundless Open Textbook
Read more about managers role in ethical conduct in the Boundless open textbook.

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boundless.com
Waddell, D. and Sohal, A.S. (1998) “Resistance: a constructive tool for change management”,
Management Decision, 36 (8), pp. 543-548.