Managing Resistance to Change

Running head: MANAGEMENT
Management
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Topic- MANAGING RESISTANCE TO CHANGE
Article 1: Rafferty, A.E. and Jimmieson, N.L., 2017. Subjective perceptions of
organizational change and employee resistance to change: direct and mediated relationships
with employee wellbeing. British Journal of Management, 28(2), pp.248-264.
Summary:
From the respective article, it can be identified that there are huge resistance to change
among the different employees as they do not have proper understanding of the proposed change
which has been incorporated. When the employees do not understand the requirement to change,
they assume that it is usually something bad in relation their job and it causes resistance to
change. In the article, the researchers have showcased the appropriate linkage between change
exposure and the downsizing activities which is included and implemented with employee well-
being.
Proper participation of the employees in the implication of the changes which are being
incorporated by the management of the organization can be considered which will prove to be
beneficial for the overall success of the company and it will be helpful in improving the morale
of employees in performing the different activities as well.
The participation will be beneficial in employee well-being and commitment towards the
implication of the different changes which have been incorporated by the different organizations.
Furthermore, the employee participation will be easier when the different individuals will be
recognizing their personal benefit which will be gained by them through the respective change.
Lastly, involvement of the employees will be reducing the fear of employees regarding the
implementation of change and there will be no resistance.

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Critique:
Due to the change, it gives rise to fear and anxiety among the different employees in an
negative manner. From the perspective of the change management, it can be identified that there
are different kinds of factors which should be considered which influences the resistance to
change among the different employees which is inclusive of the impact of the change on the
work performed by employees, alignment of change with the value system along with
trustworthiness of individuals while communicating the change.
However, the management of the resistance to change is necessary as the employees are
the integral part of the organizations and they should be valued while taking or implementing
any kind of decisions regarding the welfare of the company. Firstly, the beginning should be
done with the process related perspective wherein the involvement is the crucial element along
with communication. When the information is inaccurate and not at all adequate, it is necessary
for the company to educate the different employees which will be helpful in reducing the doubt
among employees regarding the process of change.
Lastly, the companies need to overcome opposition as due to the change, there will be
implementation of different changes and it will lead to resistance to change which can affect
morale of few employees.
Conclusion:
Therefore, it can be concluded that managing resistance to change is essential as the
employees are the important part of the organizations and they should be valued. The resistance
is the natural process to change and recognizing along with managing change is the key skill for
the effective change manager. Furthermore, the resistance to change is the healthy process in the

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entire change management aspect and managing the same effectively can be beneficial in
strengthening the initiatives related to the change appropriately. The communication is the key
tool along with education which is required to be provided to employees to inform them
regarding the change process.
Article 2: Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three
steps: Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-
60.
Summary:
From the respective article, it can be summarized that there are different techniques to
manage the resistance to change among the employees. In the different organizations, it can be
noticed that the employees are resisting changing due to the fact that they are not being able to
cope with the different technological related changes and they feel that they are not the valuable
parts of the companies as well.
With the implementation of the Kurt Lewin’s Change Management model, the resistance
to change can be managed appropriately. With the implementation of the respective model, there
are three major steps such as unfreezing, changing and refreezing which is regarded as the
fundamental approach to manage the change appropriately.
As per the respective theory, the different kinds of aspects which require change are
needed to be unfreezing and inform the same to the employees. Moreover, the changing is the
second step which is commenced after identification of the aspects wherein change is mandatory.
The different viewpoints of the employees are required to be taken into account which will be