Barriers to Organizational Change Management: Lack of Employee Involvement and Communication

This essay identifies and evaluates the barriers during organizational change management, highlighting the impacts of lack of employee involvement and communication. The role of managers in handling change management is also discussed.

Running head: CHANGE MANGEMENT
CHANGE MANGEMENT
Name of the Student
Name of the University
Author Note

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The organizational change management is a matter of important to the organization as it
considers all the employees and all the changes. The purpose of the essay is to identify and
evaluate the barriers during the organizational change. The two identified barriers are lack of
employee involvement and lack of communication among the organization.
The essay will further highlight the barriers in a descriptive way, showing the impacts over the
organization with such barriers. However, the role of managers has been significantly shown
where the managers should involve employees in change initiative. The managers are also
suppose to practice methods that promote healthy and flexible communication and understanding
among the employees. In the end, it can be summarized as that the managers also play a
significant role in handling change management.
When the change is implemented in an organization the foremost common barrier that
rises is the lack of employee involvement. Employees are the main factors that are affected while
pertain changes in the organization. Often they develop a fear of change and this attitude is
observed even from the loyal members of the organization unless they are critically involved in
the change process. It also affects the culture of the working organization in a negative way
(Cameron & Green, 2015). This in turn takes the entire culture of the organization towards the
shift of a bad culture planning. It is hence necessary to involve the employees in the change
process.
The efforts to involve the employees in the change process are the best process to
introduce the changes. Assuring the employees that the change is brought into to ensure good for
the entire organization is not enough each time to handle changes. Providing the relevant sources

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and sufficient change perspective to the employees can pave way towards a comfortable and
ready to adjust the new development within the organization.
The other important factor that affects the organization while initiating effective change
in the organization is the lack of effective communication strategy. Often it had been seen that
there is less communication flexibility among the organization. In such cases, when the
organization implements changes it adversely affect the organizational employees. As a result of
the forceful resistance to the change the situation becomes worse (Doppelt, 2017). The planning
team has to understand that the organization must improve its intra-communication to resist
change in an effective way and help to shift the environment of cultural ambiguity.
The problems while implementing change management are various with which if the
proper coordination of the employees and the top level management if persists then it can be well
organized and managed. If communication lacks between there is no point of implementing
change and can result into problems before implementing the change and after implementing the
same. If communication is weaker in the organization then it would not be even effective to
handle the change.
Entire business is affected and evolves around a certain change management. For these
purpose the consulting firms are introduced with their own programs and tools to implement in
the change. Often the external agents are hired to study the barriers and claim the changes
towards an effective change processes. However, apart from the externals there is a significant
role of the managers that need to perform for the change perspectives.
There rises a need of to create an intelligent organization to overcome many barriers. An
enabling environment which thrives and encourages the emergent organization with various

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possibilities, alternatives, actions and behaviors to handle change is the best decision (Binder,
2016). Along with the external agents the managers also play an important role in the change
organizational.
The managers should ensure that whatever the decisions are being made regarding the
organizational change it should involve the approach of including the stakeholders, senior
managers to brought in the responsibilities in them and reduce the fear to resist change. The
senior management should involve them to participate in change initiatives through engagement.
This would ensure a better practice for the employment and change implementation.
It is the role of the manager to communicate the changes to the employees and their team
to prevent the changes affecting the person. The manager is responsible to identify the problem
and the barriers to change by evaluating and collecting the feedbacks from the employees
(Coombs, 2014). The change management needs to be delivered to all the employees and to all
the top level managers. The managers also serve as a coach for the employees while they process
for the change in the experience when the projects and the initiatives impact the awareness.
However there is an essential towards understanding and addressing the resistance and in
the same time face the resistance with proper implications of the solution. the managers can
cooperate with the same to potential tactics to know the problem that is being faced by the
employees and then properly impose actions to enable the right resistance by providing data and
addressing the objections (Hayes, 2014).
The managers must come up with various aspects and programs to promote sustaining the
change. process. The mangers have to be supportive and advocating for some particular changes
to handle and sort out the employees react to the change. The manger has to apply several

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practices that will make the employees understand that the change is in favor of them and for the
effective achievement of the organizational objectives. For example, Ooredoo was launched in
the state of quatar with the iconic footballer Lionel Messi as its ambassador. The managers had
contributed to identify and standout recognition by including rural communities and women in
their employee (Jones, 2017).
Changes are preferred by the organization when there are certain disruptions in the technology
that brings up the need for such changes. However, it is necessary for the organization to bring
about changes to widen up its opportunities and cut the cost and other threats that might hamper
the operations. For example, Santander’s CEO Antonio Horta Oscario focused towards a change
where he believed that the organization should adapt to new changes rather than evolution
(Gonzalez & Dopico, 2017). This was a great opportunity as well as change in the culture of the
financial institution. The change brought was breaking down their engrained processes and turn
into a formidable retail bank.
From the above discourse it can be concluded that there are various barriers to an
organization during change perspective. In the above essay there had been two barriers identified
as the first one is the lack of involvement of the employees and the other significantly affecting
the organization is the lack of proper communication among the management and organization.
These factors affect the decisions and other undertaking operations of the organization. In order
to remove such barriers that prevent proper implementation of changes, the organization hires
external agents to solve such problems but still there are strong response needed from the
managers that significantly makes all the stages of change turn into opportunities for the
employees to accept change.

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References
Binder, J. (2016). Global project management: communication, collaboration and management
across borders. Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Coombs, W. T. (2014). Ongoing crisis communication: Planning, managing, and responding.
Sage Publications.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Gonzalez, E. M. L., & Dopico, D. C. (2017). The importance of intangible assets in the strategic
management of the firm: an empirical application for Banco Santander. European
Research Studies, 20(2), 177.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Jones, S. (2017). 9 Leading an expatriate workforce. Leadership and Change Management: A
Cross-Cultural Perspective, 67.