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Power Dynamics and Resistance to Change

   

Added on  2019-10-30

10 Pages2918 Words159 ViewsType: 159
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CHANGE MANAGEMENT –618549
Power Dynamics and Resistance to Change_1

Table of ContentsIntroduction.......................................................................................................................3Change management...................................................................................................................3Resistance to change....................................................................................................................3Why employees resist workplace changes?........................................................................3Loss of status, power or job insecurity.........................................................................................4Fear of the unknown and improper communication....................................................................4Peer pressure...............................................................................................................................4Organisational climate and politics..............................................................................................5Poor timing..................................................................................................................................5Lack of reward..............................................................................................................................5Relation between power and resistance to change............................................................6Ethical issues related with power and position...................................................................7Conclusion.........................................................................................................................8Bibliography.......................................................................................................................9
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IntroductionChange managementChange management is a process of identifying changing market trends, designing a changeprogram and introducing a change in the workplace in order to cope up with the markettrends and to remain competitive [ CITATION Kot07 \l 1033 ]. The spread of globalisation has made the business world more complex and competitive.With the increase in the reach of business organisations and also of the customers, businessorganizations in all industries are competing with each other at a global scale and havebecome vulnerable to multiple internal and external environment factors, which can undergoa change in real time. Environment factors, such as social, economic, technological, etc. canundergo a change in real time, which forces business organisations to introduce changes intheir work operations and processes, in order to remain competitive and ensure marketsustainability [ CITATION Tec15 \l 1033 ]. Resistance to changeIntroducing changes in the workplace has become an important factor in organisation successas it assists business organisations in increasing their overall competencies and in remainingcompetitive but managing workplace changes is not an easy task [ CITATION Fra141 \l 1033]. Designing and implementing changes in the workplace is such a dubious task that a numberof organisations have miserably failed in their attempt to introduce workplace changes whilesome organisations have lost their market share to their competitors in their attempts toimplement changes. One of the prime reasons behind the failure of business organisations in implementingworkplace change is resistance to change. Resistance to change is a natural process where thestakeholders demonstrate a negative reaction towards the change program if they perceive itas a threat [ CITATION Cha17 \l 1033 ]. Why employees resist workplace changes?Resistance to change has been considered as one of the prime reasons behind the failure ofchange initiatives but most of the times, it is the inability of the management to implement
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