Ethics of managing resistance

Ethics of managing resistance
NAME OF STUDENT:
NAME OF COLLEGE:
AUTHORS NOTE:
Running head: MANAGEMENT OF CHNAGE
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MANAGEMENT OF CHNAGE
Memo
To: Director, Lakeland Wonders
From: [Student name]
Date: February 6, 2019
Re: Change management and Managing Resistance to Change
Dear Sir,
I want to bring into your kind attention the principles of ethical change management
that can be applied in current situation inside Lakeland Wonders so as to manage changes and
resistances. I would also like to recommend some measures on managing resistance to change
in current case.
Principles of the Ethical Change Management:
The change which is proposed within Lakeland Wonders, though may be effective in
reaching the target which has been set by the board but the planned change is not receiving
buy-in from the higher management as they are resisting to the change due to lack of effective
change management principles and strategies in the organization. In order to resolve the
situation which is being experienced in Lakeland Wonders, principles of ethical change
management should be applied for management of change. As stated by Al-Haddad &
Kotnour (2015) the first and foremost change management principle which should be applied
to manage change in this case is to ensure that mutual respect is shown for each employee,
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MANAGEMENT OF CHNAGE
which will help in ensuring that the change idea receives buy-in from the employees. As
opined by Eriksson & Anders (2018) it is very essential to respect the point of view of every
employee during organizational change which makes them feel valued and accordingly it
helps to receive buy-in from employees towards change.
As opined by Fireside (2014) another change management principle which should be
applied in order to manage change in this case is informing employees about the requirement
and benefits of change for Lakeland Wonders so that employees are clear on needs for change.
As opined by Girma & Gedifew (2018) during process of organizational change, it is observed
that employees tend to resist change due to concerns regarding job security and adaptability
and hence Lakeland Wonders must ensure that they inform and communicate employees
need for change which will help in addressing their fears. Also Lakeland Wonders should
ensure that they provide adequate training and development to the employees so that they
develop skills to adapt to changes in the organization.
Resistance to Change:
The two managers who were seen to resist the changes in Lakeland Wonders were
Mark Dawson, the Senior Vice President of Operations and Barry Quince, the Design Director
of Lakeland Wonders.
Mark Dawson was actively resisting change which was proposed to be implemented in
Lakeland Wonders as he felt that new change of off-shoring the manufacturing process, as
planned by Cheryl would disrupt the existing operations as well as would reduce existing
markets. Also Mark was concerned about impact of change on employees and over the
contract that was about to expire with Employee Union.
In addition, Barry Quince was also resistent to change as he perceived that it was
comfortable working with local design firm instead of working with large and reputed firms
such as Sampsen Design, in order to spearhead.
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