Resistance to Change in Organizational Change Management: A Literature Review

Organizational change management

Organizational change management
Resistance to change “Literature review”
Resistance to change is considered as a barrier in the workplace. According to Deneen
and Boud 2014, managers should be aware about the fact that there will be the employees who
resist the proposed changes. When they resist the changes it directly impact on the overall
efficiency and effectiveness of process of change. Resistance to change gives negative impact on
the organizational operations. It can be considered as a source of functional conflict.
There are various causes related to resistance to change. According to Palthe 2014,
increasing the control of the workers in the workplace can be one of the causes of resistance to
change. It has been examined that organizational changes can enhance the managerial control of
the workers and this method can enhance the resistance in context to the given proposals.
According to Rezaei and Haghani 2016, misunderstanding the entire process is also the
major cause of resistance of change. It has been seen that employees resist change when they do
not consider the actual reason related to the changes that take place in the workplace. When
employees don’t consider process, they resist the change. Also it has been investigated that the
changes which are proposed possess weakness that can be seen by the employees. So, the
employees who can analyze the weakness will resist at the time of implementing the process to
remove the weakness. Therefore, in this scenario, it is important for the mangers to clear
employee’s doubts so that operations can be completed with efficiency.
According to Jabri 2017, in the entire process of organizational change, the workload of
the employees enhances which is not acceptable for them. The workload which is enhanced
gives impact on the productivity level. So, this can be one of the causes of resistance to change.
Therefore, it is important to manage resistance to change to that in right direction the
activities can be conducted with overall efficiency of the employees. According to Sinelnikov
and Wells 2017, it is important to focus on change management model so that resistance to
change can be minimized. It has been seen that in this model there are three stages on which
managers should emphasize. The first stage is related with unfreeze in which it is important for
the company to accept the change which consists of minimizing the status quo. The next stage is
related with change in which individuals start to believe and act in a supportive way. People take
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