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

Running head: CHANGE MANGEMENT
CHANGE MANGEMENT
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Author Note

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CHANGE MANGEMENT
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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CHANGE MANGEMENT
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