Change Management and Kurt Lewin's Model
Added on 2020-02-23
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Running Head: CHANGE MANAGEMENT 1Managing Resistance to Change
CHANGE MANAGEMENT 2Part A Introduction Organization change management is a significant process for the growth of a company. Itis the process, by which an organization renews its structure, capabilities and direction to fulfill the changing needs of its external and internal stakeholders. There are some researches that defined that change is a feature which is always available in the life of organization. In today’s business environment, it is very essential to implement the changes for its growth, but it is very tough to implement the change successfully. There may be some barriers, which can create issues in change management, like; lack of communication, employee resistance to change, competitive forces, complex process, changes in the corporate culture etc. Organizations need to implement different and effective strategies to overcome these barriers. This paper examines one of these barriers, i.e. employee resistance to change. It reviewsa literature on managing the resistance to change with its related aspects. Furthermore, in part 2, it critically analyzes the concept of organizational change management and resistance to change with different perspectives in an organization. Literature Review In an organizational environment, resistance to change can be seen as one of the obstacles to the growth and expansion of organization because of its adverse consequences. According to Boohene & Williams (2011), organization change refers to the comparatively on-going alterationin the present state of the organization. It also includes managing all the elements and interrelationships among its people and functions in order to attain great identity in the current and expected future environment (Boohene, R. & Williams, 2011). In addition, the author defined resistance to change as the behavior of employees, which strives to challenge or disturb the fundamental assumptions and power relations. The article of Bouckenooghe, Schwarz and Minbachian (2014), Herscovitch and Meyer defined the resistance to change as the actions or inactions of employees, which are intended to ignore the changes and inhibit the effective and successful implementation of change in its current organizational culture (Bouckenooghe, Schwarz & Minbashian, 2014).
CHANGE MANAGEMENT 3There may be different types of behaviors and factors, which affect the change implementation and cause resistance to change. In this context, Oreg (2007) defined resistance to change that includes a tri-dimensional approach towards organizational change that consists of cognitive, affective and behavioral components. The definition of Oreg indicates that each and every negative reaction, force and opposition, which inhibits and prevents the organizational change is known as resistance to change. Thus, such resistance needs to be eliminated and overcome (Oreg, 2007). In the year 2012, Kumar & Singal stated that employees in an organization are vital components of effective organizational change. There may be some people, who resist the change and they did not accept the new changes. CIPD (2009) defined that it is very essential to consider this significant aspect of change management, i.e. resistance to change (CIPD, 2009). According to famous business magazine, resistance to change may be in different forms, such as; strikes, sabotage, jokes, sarcasm, whistleblowing, productivity restriction etc. Lussier (2009) defined some reasons that force the people to resist the change. These reasons are like; insecurity among employees, level of uncertainty, wrong perception towards change objectives and lack of effective communication among managers are team. All of these reasons force the employees to resist the change. If the changes are managed effectively, then it will helpto challenge and improve the action and strategic plans of organization (Lussier, 2009). The organizations need to develop and implement some effective strategies to manage the resistance to change. According to Seuss (2017), there are so many ways, which assist the organizations in managing and reducing the resistance to change. These effective ways can work as change implementation strategies in the organization. First, the leaders and managers should give some tie in understanding the resistance and reason behind resistance. Further, they should understand the feelings of employees. In his article, Seuss (2017) has stated some ways or strategies for reducing the resistance to change, such as; the organization should involve the employees and other related parties in the change planning by asking about their opinions, suggestions and incorporate their idea. It is very important to clearly define the requirements and needs for change by communicating the decisions orally and in written form (Seuss, 2017).
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