Barriers in Change Management: Technological and Vested Interest

Running head: MANAGEMENT AND ORGANIZATION
Management and organization
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Introduction
In the current business scenario, one of the major challenges that are being faced by the
business organizations is the change in the market state of affairs. This is due to the fact that
current market trend is rapidly changing with the change in the customer requirement and
expectations. One of the most effective strategies being initiated by the business organizations in
overcoming the issue of rapid market change is implementing change management. This refers to
the concept of changing the certain existing approach of the business organization in accordance
to the current market needs. Thus, effective implementation of the change management will
ensure that the policies and strategies of the organization are at par to the market requirements.
However, on the other hand, there are some barriers also being faced by the business
organizations in implementing the change in place. This is due to the reason that there are
number of stakeholders involved in the change process and requirements of them are different
and varied. Two of the major barriers that emerge in the implementation of change management
are ineffectiveness in adopting technology and vested interest of different stakeholders.
This essay will discuss about these barriers in the change management process along with
discussing the potential steps that can help in overcoming these barriers. In addition, real
examples will be used in relation to the change management barriers.
Technological barriers in change management
Technology is one of the major barriers that can get emerge in the implementation
process of the change management. Major cases of the change management in the organizations
are initiated in order to have latest technologies in place to get the access to the latest
technologies to stay competitive in the market. However, the issue get originate when the

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associated stakeholders are not get accustomed with the desired technology. According to
Michel, Todnem and Burnes (2013), there is huge probability of emergence of resistance from
the side of the employees. This is due to the reason that employees are always skeptical about the
benefits of the potential change in the organization. Thus, they always tend to resists to the
change. The authors have also stated that technology is one of the major and most common areas
where employees tend to resist to the change. This is due to the fact that adoption of the new and
latest technology in the organization will always related to the reduction in the need of the man
power in the organization. Thus, adopting new technology in the organization are negatively
perceived by the employees in major cases.
Another issue or barrier that can get emerge from the initiation of the change
management in technological field is the lack of the motivation of the associated stakeholders in
accepting and adopting the new technologies over their existing ones. According to Ahmad,
Tarek Amer, Qutaifan and AIhilali (2013), employees also resist in adopting newer technologies
in their workplace. This is due to the reason that they are having lack of motivation to adopt new
ideas. They are much accustomed and comfortable with their existing systems and process and
do not have the motivation or interest to get change to different organizational process.
According to the authors, one of the major reasons of lack of motivation for the employees in
adopting newer technology is requirement of preparing themselves from scratch to get
accustomed with the newer technologies.
Another major reason for the technological barrier in the organizational change
management is the lack of organizational capability in adopting the new technologies. According
to Cresswell and Sheikh (2013), implementing the technology in the organization will also
require the expertise from the perspective of the upper level management along with having the