Resistance to Change | Assignment
Added on 2020-05-16
11 Pages2977 Words133 Views
Leadership ManagementProfessional Development
|
|
|
Running head: RESISTANCE TO CHANGERESISTANCE TO CHANGEName of the StudentName of the UniversityAuthors Note
1RESISTANCE TO CHANGEIn the current scenario, one of the major baffling problems that the business executivesare facing currently is the employee’s resistance to change. Resistance to change is unavoidableand the management should be well prepared to respond the changes. People want stability andpredictability in both their professional and personal lives (Hon, Bloom & Crant, 2014). Advancemanagement strategies can sometimes leads the associated change to grow into a more intenseproblem. It is a natural tendency for humans to resists change in their organization even thoughthe change can lead to higher productivity and efficiency. Change is mostly resistant in theorganization due to the fear of unknown. Change is regarded as the cause of something differentimplying vagueness, which causes apprehension and discomfort. Lack of clarity and confusionoften result in creating concern and worry. As an employee of the organization, security of job isthe main concern of the organization. When the employees control or security is challenged, the existing risks lead to loss.Change usually appears to be more of threat and less inviting to the employees (Georgalis et al.,2015). Resistance of change occurs mostly due to the fear of failure of the employees. The newchanged approach may demand knowledge and skills that could generally appear to be more thanthe employees reach. Employees want to be successful simply in doing their specified activitiesand can appear less comfortable while embracing innovative new skills. Major factors ofmanager’s resistance to changes are problem in understanding and getting along with theadvanced change in the organization. Moreover, their behavior towards the new technologicalchanges in the organization that affect the managing process, equipment and impact products.
2RESISTANCE TO CHANGEEmployee resistance to change:Change is a continuous challenge for the management in the recent times. The manager’sbehaviors towards the organization result in frustration, bitterness and pessimism as change isconsidered as torturous (Klonek et al., 2014). This leads the manger to resist change consistentlyand opt to embrace status quo and constancy. Lack of trust is another reason for the employeesbeing resistant to change as in the past; if an employee is suspicious of manager’s action then theemployee is less interested in embracing the new vision. The organizational stakeholders ongetting any rewards also resist change. The employee does not see a benefit or very little benefit for themselves than they resistchanges and does not see any point for making the changes. Employees in the organization atfirst see benefits for themselves for making the new change and taking risks (Burnes, 2015).Many of the organizational workers are afraid on leaving their comfort zone and pursue a newdirection for them so they resist change as it poses more risks to them. The change efforts alsooften fail due to absence of clear plan and poor information provided to the employees.Organizational changes are often regarded as the alteration in hierarchy, technology or structureof the organization. The changes made have a tremendous impact on the individuals within theorganization. Though many organization fails to accomplish the change initiatives due tounderestimating the impact of changes on the employees (Cárdaba et al., 2014).Role of Managers:Manager considers this change management as significant part of the business that shouldbe controlled to avoid resistance of change. It is the duty of the mangers for engaging andmotivating their employees for the desired changes. Managers need to provide exact information
3RESISTANCE TO CHANGEto their employees about the change and reassure them about developing the skills required forthe new changed task. The mangers should provide facilities to its workers like complete andadequate training (Lines et al., 2015). This provides the workers sufficient reassurance that theywould not be punished in future if their performance level initially drops while learning thechanged or new task. The manager can also lessen their employee’s resistance to change byencouraging them to get involved in the organizational changed process. In an organization people belonging in the managerial position generally faces variouschallenges. Among them the most difficult challenge is the effective and smooth management ofthe change. Traditionally, the manager were more control dominated rather than participative;order and authority were valued the most (Gregorič et al., 2017). Some employees resist changein the organization as their political strategy so that the manager making the decision is proved tobe wrong. This becomes really frustrating for the manager to make the desired change. Theresistance may lead various forms like, continuous reduction in outputs, growth in the rate ofemployee’s turnover, chronic quarrels, requests for transfer, sullen hostility, slowdown andstrikes (Laumer et al., 2016). Power and resistance to change:The role of power is significant in making any organizational change. The instrumentdiversity and change trend is continuously beginning to increase. The change occurring in anorganization is an inevitable phenomenon (Cançado et al., 2017). It is managed and designed forimproving the existing condition about the organization. In the era of globalization it is vital foran organization to change and adapt itself as per the environmental demands. It is further crucialfor the mankind, organization and society to change them for surviving in the current business
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Implementing Change in an Organization: Drivers, Resistance, and Kurt Lewin Modellg...
|6
|1925
|56
Importance of Preparing the Organization for Changelg...
|8
|2293
|39
Organizational policies Assignment PDFlg...
|23
|4794
|132
Organizational Behaviorlg...
|5
|815
|65
Technical Development And Usabilitylg...
|9
|1740
|17
Human Resource Management 2022lg...
|4
|850
|65