Analysis of Change Management, Resistance, and Ethical Issues

This report delves into the complexities of change management within the context of Austin Fraser, a recruitment and consultancy firm. It examines the reasons behind employee resistance to change, including job loss fears, poor communication, lack of competency, and reward systems. The report analyzes the relationship between power and resistance, highlighting different types of power and their impact on organizational change. Furthermore, it explores the ethical issues associated with power dynamics and resistance, such as misuse of power and reduced employee morale. Finally, the report discusses the implications of both managerial and resistant positions, emphasizing the need for effective communication, employee involvement, and ethical leadership to successfully manage change and achieve organizational goals. This assignment provides a comprehensive overview of change management principles, relevant to leadership and management studies.

Management of Change

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
About the employees resist change.............................................................................................1
Relationship among power and resistance..................................................................................3
Ethical issues associated with resistance and power...................................................................4
Implications of the managerial and of resistant positions...........................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Change management is a procedure or tools and techniques related to manage all the
changes in an organisation for achieving the organisational goals and objectives. At workplace,
change is developed for the betterment of an organisation. Austin Fraser is a recruitment and
consultancy firm and its main motive is to provide recruitment serves to unemployed persons. In
this present report, discuss about the staff members resist to change and also mentions regarding
the various understandings related to resistance of change. There are also discuss about the
relationship among resistance and power (Anderson and Anderson, 2010). In this present
business report, mentions regarding the implications of resistant as well as managerial positions
for accomplishing an effective and efficient management change programme.
TASK 1
Regarding employees resist to change
Company implement the changes in an organisation , so that staff members will not feel
bored and also feel good and new. The staff members resist change at workplace from the many
different reasons. The main reason is the bad change of management. Employees like changes so
much but they do not need that type of change which developed badly and also managed or
controlled woefully. Before implementation of any kind of change, it is necessary for top
management is to include employees and also understand the benefits of this. Some times most
of the staff members do not like some changes. Austin Fraser is a small company and for the
purpose of motivating the employees, it adopts change at workplace. The main purpose of this
business organisation is to provide consultancy as well as recruitment services to customers as
well as service persons The manager of this firm provides training to its employees for the
purpose of enhancing their knowledge and skills. There are several reasons behind the
employee’s resistance of change:
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Loss of Job- It is the main reason behind the resistance change of employees. In Austin
Fraser any kind of advancement in the technology, recruitment and consultancy services,
process, system etc. will consist the effectiveness or efficiency, cost minimization, stream lining
so many times (Thompson and Martin,2010). From all these things, their roles are minimized
and they feel insure. This kind of change can be harmful for this business organisation.
Bad communication- From the poor communication, workers resist change. The good
communication with leader, managers feel motivated to all staff members. But in case of poor
interaction, employees fell dissatisfied from the job and also feel demotivated. They do not work
properly. If in case, staff members are not understand the change, then under this case, employer
should understand them and then implement it at work place (Why Employees Resist Change?,
2017). So, to reduce the impact it is necessary for manager is to communicate well, listen their
problems carefully and also give them satisfactory solution in a proper manner.
Lack of competency- It is the main reason behind the resist change of staff members.
There is a fear inside employees to admit it (Cole-Lewis and Kershaw, 2010). But the change in
a company requires the change in the working abilities, skills of employees but most of the
people think that they are no able to do the new activities or perform new task. For
implementation any change, leadership is necessary because it can guide them in a proper
manner.
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Illustration 1: Reasons for employees resist change
Source: Why Employees Resist Change?

Loss of support system- Those employees who are working with their managers are in
comfort zones. They operate and do all the activities properly without any kind of issue. But
makes changing in the structure of company reduce the confidence level in the support system.
Staff members are worry regarding their new team leader or can say supervisor who are totally
unfamiliar from them.
Lack of reward- The employees resist to change because of the reward system. Reward
is a way of motivation. Austin Fraser business enterprise does not give reward to those staff
members who performance is better than others.
Mind-set- The majority of those staff members are large who work for earning the
income. These types of workers want to have the simple structure of job. Their main motive is to
earning more and more money. The mind-set of employees change regularly, most of the people
want to change and so from this reason they change from one organisation to other. It is also the
reason of resistant to change.
Workload- It impacts badly on the workers. If the workload on the workers will be more,
then they will also be confused that what they need to do first and they keep which work or
project on the priority. In context to resistance, change at workspace will surely increase the
workload or pressure of work on employees. So, it will be hard to staff members to manage the
work. From this they will be stressed. So, from this they leads to resist the change.
Not consulted- If employees are included in the part of change then at the work place ,
there will be less resistance to change. From this they will be aggressively know about the
change. If in case, managers will not consult or discussed with them about the change then they
will not adjust in the new and changing working environment and its impact will be bad on the
business actions and operations.
Managers are frequently include the resistance as an issue that employer has to managed
carefully. Because it is not easy to convince the staff members properly. Most of the employees
think that change is not an issue or problem (Cameron and Green, 2015). But managers considers
that it is an issue. There are many problems of employees so that they resist to change. But it is
the duty of manager to manage these resistance. Like, there is a problem regarding bad
communication, then in this case manager of Austin Fraser Company should communicate with
its employees, know their problems and also provide the satisfactory solution to them. It is
necessary to employer or top management to includes workers in the decision making process
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and also take their opinions and suggestions. For increasing the competencies and the skills of
employees, managers should give them training and motivate them so that their working ability
and performance will be good.
For increasing the morale and motivation of staff members, manager should appraise the
performance of staff members and also give them reward in the form of monetary (gifts, bonus,
increment in the salary) as well as non – monetary (Promotion, transfer) (Lin, 2015). In today's
time period, business firm do its activities with the help of new technologies and machineries, so
from this old employees feel that employer will fired them from job. So in context to this,
managers should increase the morale and also give them confidence. So, according to these
problems, manager of Austin Fraser has to manage other issues regarding employee’s resistance
change. For managing the issue of resistant to change can be managed if manager will motivate
to participate in the organisational activities. So, from this all staff members will feel that they
are the part of company. With the help of this, goodwill and growth of Austin Fraser will be
maximised.
Relationship in between power and resistance
In relation to organisational change, resistance and power both are the different terms. In
context to organisation, power refers to capability and also an ability of one individual or a
group of people to get over the resistance through others for accomplishing the mission and
target to company (Pyšek and Richardson, 2011). Power plays an important role in an
organisation and it is helpful in achieving the organisational goals and objectives. A power of a
person and also group of persons with any specific company, impacts good on business. In an
organisation, the power and authority is to all the employers as well as employees. But at
workplace, there is different power to all people. Like, manager has a power to guide employees
and also provides guidance of work to employees, so that they will work well and within a
specific time period. In regards to organisation, there are five different types of power given
below and these are legitimate, coercive, referent, expert and last reward power.
On the other hand, resistance refers to a change at workplace and in an organisation.
Change is always and ever good for company. For implementing any change at workplace,
Austin Fraser business organisation appoints a change agents and also employers. These both are
capable and expert in their field (Booth, 2015). They both have the ability and also have the
knowledge to implement and also design an approach for making the change which is depend on
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the measurable data, empirical and also predict the results of it. Resistance is generate when a
change is not well understood and interpreted. It shows the various interests in the company. The
main role of an employer is to understand all employees about the concept of change. In the
procedure of change, manager face many problems. The workers resistant can be the barrier and
creates problems in the change like overcome will not be good. The difference among resistance
to change given below as above:
 Power is helpful for employer to do the tasks and activities from employees. On
the other hand, managers has the responsibility to manage the resistance.
 Power should include as an essential dynamics in the behaviour of company. The
resistance of employees is not good or beneficial to Austin Fraser.
Ethical issues associated with resistance and power
There are some of the ethical issues or problems that are associated with the power:
 Some people in an organisation do the wrong use of their power on other people.
 From using the power, behaviours as well as attitude of one person violates on the
rights of other person.
 At workplace, if there is strong power to an employer, then it uses more on other
employee, then it will impact badly on employees and they will be dissatisfied.
 Staff members will not work properly and from this the goodwill and productivity
of company will be decreased (Glick, Stein and Edelson, 2011).
 Employees will be demotivated and it is bad for the company.
There are also some key issue related to the resistance in Austin Fraser Company:
 From resistance, the morale and also motivation level of staff members will be
low.
 The dispute will be developed in the working environment (Why Employees
Resist Change, 2014).
 The effectiveness, efficiency and the working capability of employees will be
reduced.
 The profit level of company will be decreased. So, it is necessary to manager to
deal and manage all the problems properly.
It is necessary for manager to reduce all these things for increasing the productivity and
reputation of company. So to manage all the change, it is necessary for manager to motive all
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employees, so that they can work properly for achieving the goals and aims of Austin Fraser
business organisation. It is necessary that top level people do not misuse their power on other or
can say lower level of staff members (Daley, 2013). It will be beneficial for Austin Fraser
business organisation. It is necessary for manager to do its business related activities in an ethical
as well as legal manner. So that the goodwill of company will be maintain and company will
retain in the competitive market properly. From this eh outcome will be good.
Implications of the managerial and of resistant positions
The implications of resistant and managerial position can be bad as well as can be good
in Austin Fraser. If managers will work properly and will solve all the problems of employees,
then it will be good and creates the good impact on business as well as on the staff members. If
in case the managers will not support and motivate their workers then in this case, they will
demotivated, will be stressed, their loyalty towards Austin Fraser will be reduced, will not do all
the activities of company in a proper manner. The manager of the cited business unit can creates
as good impact as well as bad (Doppelt, 2017). It is the duty of manager is fairly and honestly for
achieving the aims and objectives of an organisation. Employer should see and also control all
the activities of company and if case there will be any chance of change, then manager go to the
top management and top level manager and middle level manager both make some changes. For
adopting the change, manager should aware all employees about the change and also understand
them about the importance of change or can say how much the change is beneficial for company.
On the second hand the implications of resistant to change positions on the working environment
will be:
 To develop a new way to interact with the staff members in a proper an effective manner.
 To prepare the new business related strategy to every group of company. Choose an agent
and an employer which gives the guidelines and also manage the employees resistance
change (Morgan, 2013).
 Merge the execution of business strategy with the compensation.
 To invite a member of every team and from the every functions to participate in the
meetings.
These all are the implications of resistance and also the managerial position in an
organisation.
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CONCLUSION
It has been concluded from the above report that power and resistance both are difference
terms. In this present business report studied about the employees resistance to change and
studied some impacts of resist to change. In this report discussed about the relationship among
resistance and power. There are some implications of managerial and the resistant positions.
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REFERENCES
Books & Journals
Anderson, D. and Anderson, L.A., 2010.Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Booth, S.A., 2015.Crisis management strategy: Competition and change in modern enterprises.
Routledge.
Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the
models, tools and techniques of organizational change. Kogan Page Publishers.
Cole-Lewis, H. and Kershaw, T., 2010. Text messaging as a tool for behavior change in disease
prevention and management. Epidemiologic reviews. 32(1). pp.56-69.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Glick, P., Stein, B.A. and Edelson, N.A., 2011. Scanning the conservation horizon: a guide to
climate change vulnerability assessment.Washington, DC: National Wildlife Federation.
168 p.
Lin, B.B., 2011. Resilience in agriculture through crop diversification: adaptive management for
environmental change. BioScience. 61(3). pp.183-193.
Morgan, G., 2013.Riding the waves of change. Imaginization Inc.
Pyšek, P. and Richardson, D.M., 2010. Invasive species, environmental change and management,
and health.Annual Review of Environment and Resources. 35. pp.25-55.
Thompson, J.L. and Martin, F., 2010.Strategic management: Awareness & change. Cengage
Learning EMEA.
Online
Why Employees Resist Change, 2014. [Online]. Available through:
<https://www.peterstark.com/why-employees-resist-change/>. [Accessed on 5th October,
2017].
Why Employees Resist Change?, 2017. [Online]. Available through:
<http://www.changedynamics.biz/joomla30/index.php/resist>. [Accessed on 5th October ,
2017].
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