Understanding Organizational Change Resistance

This assignment delves into the complexities of resistance to organizational change. It examines the various factors that contribute to this phenomenon, such as power imbalances within organizations, the influence of social constructionist perspectives, and the role of individual motivations. The assignment encourages critical analysis of theoretical frameworks and empirical evidence related to organizational change resistance.

Running head: Management of change
Management of Change

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Contents
Why resistance to change frequently demonized by managers, as a problem that must be managed?.........2
Introduction.................................................................................................................................................2
Why workers resist change?........................................................................................................................4
Behavioral Impact of employee's resistance...............................................................................................5
What are ethical implications and how resistance can be considered?......................................................5
The issues that are ethical have a link to power and resistance..............................................................5
Power and resistance relation.................................................................................................................6
Implications for achieving change management programs.........................................................................7
Conclusion...................................................................................................................................................7
References...................................................................................................................................................9

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Introduction
Change management in the organization is one of the processes that focus on managing
the change. The change management is concerned with the change in culture, structure and the
process of business. At the time of change management, it is seen that the focus is seen on
human resources of the organization. In the present scenario, it is evaluated that responsibilities
are considered by the managers or the leaders of the organization. The responsibilities are
considered by the leaders so that the activities of the organization can be conducted smoothly.
The systematic method helps the manager to conduct the activities so that the benefits related to
organizational change can be attained (Jabri, 2012).

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Source: (human resource, 2017).
Changes in the organization are considered by the managers so that the knowledge can be
enhanced and also new skills can be achieved by the employees. It is analyzed that when
organizational change is implemented in the organization then there are various problems faced
by the organization. When employees resist change then it is difficult for the company to
implement the strategies.
This paper will focus on the ethical implications and how the decision of the leader is
affected. Change is related to increase the potential of the company so that the competition level
can be minimized. Organizational change is essential for the company as it assists the employees
to increase the performance and productivity level of the organization (Kossek, Hammer, Kelly,
and Moen, 2014). It also assists to accomplish the overall goals and objectives of the company.
Organizational change can be divided into two parts like evolutionary and transformational.
Evolutionary change is concerned to the small level change that focuses on increasing the work
of the company. Transformational changes are fundamental and take into consideration the
operations of the company (Erwin and Garman, 2010).
The factors related to change are driving force and restrain the force. In driving force the
organization conducts the activities in a new direction and in restraining the force the company
prevents the changes. These factors give direct influences on the change policies and the leaders
also focuses on the factors so that the change can be implemented effectively. Flip kart tries to
adopt latest technologies so that the success can be attained instead of giving focus on long-term

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plans. The benefits achieved by the organization are just because of the strategies adopted by the
company. Strategies related to change assists to increase the involvement of the employees so
that the performance can be increased and also effective strategies can be enhanced. It offers the
company to survive in the competitive environment (Hogg and Terry, 2014).
Why workers resist change?
The issue related to employee resistance is considered by the managers so that the
strategies can be implemented effectively. In the present situation, companies have applied many
policies by analyzing the condition of the market. It is analyzed that the company makes
modifications in their policies by studying the actual condition so that the competition level can
be minimized in an effective manner. At the time of implementation of the policies, the
company faces issues related to communication and employee engagement. To implement the
change policies it is important to consider the employee resistance as it arises in every
organization.
Hamidianpour, Esmaeilpour, and Zarei (2016) state that the responsibility of the leader is
to manage the change program in an effective manner so that the activities of the organization
can be conducted smoothly. There are many issues that give effect on the resistance of the
employees. It is concerned with the directors so that accurate steps can be considered. Example:
Workers of the company resist the organization change as it can give the outcome in closure of
the jobs. Organization considers innovative approaches so that the human resource management
of the company can be managed. It is concerned with ineffective communication that increases
the resistance of employees as the worker does not have proper information of the policies that
creates fear in them. When the organizational change is implemented many employees are there
who lack competence. Many times it is tough for the workers to attain skills and also they fear
from the change implemented in the organization. Employee resistance arises just because of
insufficient rewards and incentives given to the employees.
If the company does not provide incentives then the motivation level of the employees
goes down. Proper support is also important at the time of applying the change policies. It is
analyzed that if assistance is not given to the workers then it can increase resistance of

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employees because the employee requires comfort zone to conduct the activities (Langley,
Smallman, Tsoukas and Van de Ven, 2013).
The resistance of employees arises just because of politics that takes place in the
workplace. When politics arises in the workplace then employee's motivation level goes down.
These all are the factors that increase the employee resistance at the time of implementing
change in the organization. There are various drivers who resist change at the time of introducing
the mobile application (Barrick, Thurgood, Smith, and Courtright, 2015).
Behavioral Impact of employee's resistance
The factors that influence employee resistance are emotions and attitude. It is analyzed
that the change that is implemented in the organization should be according to the workers who
are conducting their activities in the organization. Managers of the organization have to face the
issue of cognition when the changes are implemented in the organization. At the time of
implementation of change it is evaluated that many workers are not able to work efficiently and
are not able to adopt the strategies connected with the change. These factors give negative
impact on the productivity and performance of the employees. Trust is also the major issue that
arises between the employees of the organization. If the change is not adopted efficiently then
trust cannot be maintained between the employees of the organization (Pinder, 2014).
What are ethical implications and how resistance can be considered?
The issues that are ethical have a link to power and resistance
To deal with power resistance it is seen that top management ensures that the activities
can be operated in an ethical manner. The manager of the organization faces various ethical
issues when the organizational change is implemented. There are many factors like the culture
of the organization and politics in the workplace that affect the process of change management in
the organization. The organizational change is unethical when the employees do not offer
benefits in the organizational change (Thomas and Hardy, 2011).
Ethical implications take into consideration the workers; teamwork that give effect on the
change policies of the organization. It is important for the leaders to analyze the change policies
so that the interest of the stakeholders can be maintained. The leaders who are politically

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influenced and the policies related to change is implemented then it is considered as unethical
(Erkama, 2010). The managers of the organization have to evaluate the pressure of politics so
that the programs of change can be applied in the organization effectively. The change of
change has a relation and is based on the relation of the top and middle-level employees. The
workers who are subordinates are not counted in the change that makes them resist policies
(Burr, 2015).
There are various ethical dilemmas that enhance the value of change programs like many
conflicts and unnecessary use of the data. Transparency and lack of communication also
increase employee's resistance which makes conflicts at the time of implementing the policies
related to change (Steigenberger, 2015).
Power and resistance relation
It is seen that when the workers of the organization are resistance then there are various
changes that help to promote the value in the organization. It is analyzed that top management
has all the right to implement that strategy related to change. Managers and employees have to
struggle so that positive outcome can be attained and power resistance relationship can be
considered. When the organizational change is implemented then the leader's analyzes the power
driven resistance of the employees so that positive outcome can be attained (Fleming and Spicer,
2007).
In the present situation, it is evaluated that there are employees who have given the
theory that there is no connection of power without the resistance. The new changes are
implemented in the companies so that the employee's concern towards the work can be
maintained. Power and resistance have a link so that the operations of the company can be
conducted smoothly and can be influenced. Politics and power give influence to every segment
of the organization as it is evaluated that employees have different taste and also take into
consideration the interest of power (Walizer, 2017).
Implications for achieving change management programs
The leaders of the company should focus on providing data to the workers so that the
policies related to change can be taken by the workers who are working in the organization. The
managers of the organization should introduce the change. The problem of resistance and power

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relation can be reduced by increasing the employee's involvement to the change policies. At the
time of formulating the policies related to change it is evaluated that managers should consider
the interest of every shareholder so that the policies can be conducted.
It is essential for the leaders to apply the program related to change so that targets can be
accomplished. Foucauldian approach focuses on making good relations so that proper
communication can be created between the employees. If there is proper communication then
the resistance of the employees can also be reduced. At the time of implementing change, it is
seen that ethics plays a great role so that the stakeholders and company relationship can be
maintained. Proper planning should also be there for the organization so that the employee's
resistance can be reduced effectively (O'Ferrell, 2008).
It is important that managers should create a positive organizational culture that helps to
promote the change program. If effective culture is there in the organization then it will reduce
employee's resistance because through this transparency in the activities can be maintained.
Managers should also act in an ethical manner at the time of applying the policies of the
company. Ethical behavior of the workers takes into consideration proper communication,
workplace respect, and easy policies. The organizations should also create a proper code of
ethics so that the change programs can be implemented in a smooth manner. If proper codes of
ethics are followed in the organization then it will reduce the employee resistance and help to
boost their morale to conduct the activities (Borman and Motowidlo, 2014).
Conclusion
So it is analyzed that resistance of employees is the major issue. There are elements that
help to increase the resistance to fear of future and lack of programs related to rewards. The
leaders should also consider ethical problems at the time of implementing ethical issues. The
managers should give emphasis on implementing the change policies like proper communication
channels and also create a positive environment.
Managers should emphasis on considering the effective change programs so that the
workers can increase the productivity and also the effectiveness can be enhanced. The future
development can also take place if the policies are implemented in an effective manner and also
in a planned manner.

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References
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Borman, W. C., & Motowidlo, S. J. (Eds.). (2014). Organizational citizenship behavior and
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Burr, V. (2015). Social constructionism. Routledge.
Erkama, N. (2010). Power and resistance in a multinational organization: Discursive struggles
over organizational restructuring. Scandinavian Journal of Management, 26(2), 151-165.
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Fleming, P., & Spicer, A. (2007). Contesting the corporation: Struggle, power and resistance in
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Hamidianpour, F., Esmaeilpour, M., & Zarei, R. (2016). The Effects of Cultural Intelligence and
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Hogg, M. A., & Terry, D. J. (Eds.). (2014). Social identity processes in organizational contexts.
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O’Ferrell, C. (2008). Foucault on power and resistance. Retrieved from
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