Strategies for Development and Change in Management: A Report

This report delves into the critical role of managers in navigating organizational development and change. It explores the strategies managers employ to foster a favorable work environment, minimize employee resistance to new policies, and facilitate smooth transitions. The report examines various reasons for resistance, including lack of communication, distrust in leadership, fear of job loss, and workplace politics. It then presents effective strategies to overcome resistance, such as clear communication of vision, strong leadership, development of communication strategies, and modification of organizational structure. Furthermore, the report highlights the importance of identifying the root causes of resistance and connecting new policies with existing ones. Ultimately, the report emphasizes that effective management and communication are essential for adapting to change and achieving organizational growth. Finally, the report draws on the provided references to further support its claims.

Running head: DEVELOPMENT AND CHANGE IN MANAGEMENT
Development and Change in Management
Name of the Student
Name of the University
Author Note

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Executive Summary
The purpose of this report is to assess the role of the managers in creating favorable
environment in the workplace. The techniques that they adopt to minimize resistance from
the workers towards the new policies adopted by the management. The techniques they will
need to tackle the resistance and the success rate that they will achieve in minimizing
resistance by adopting different techniques provided to them.

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Table of Contents
Introduction................................................................................................................................4
Role of the manager in preparing and assessing the organization.........................................4
Resistance...............................................................................................................................5
The reasons for resistance against change.........................................................................5
Areas to work on to avoid resistance.....................................................................................6
Change in the management................................................................................................6
Preparation for the change.................................................................................................6
Identification of the cause of the problem..........................................................................7
Strategies to overcome resistance..........................................................................................7
Effective Strategies................................................................................................................8
Lack of office politics........................................................................................................8
Better performances...........................................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Introduction
The report will focus on the abilities and the role that the managers and leaders play in
the development of the organization. The strategies that they adopt in to tackle the changes
brought by the new techniques that are employed by them. The success they achieve in the
process and how they help in the growth of the organization and promote the smooth
functioning of the organization.
Role of the manager in preparing and assessing the organization
The managers play an important role in the transition of an organization, as they are
the immediate ones who are connected to the employees. They create success opportunities
for the company by providing change in the perspectives and the plans employed by the
company.
Managers being connected to the employees at the immediate level makes sure that any
experience that are associated with the behavioral changes. They play a crucial role in the
organization in the as they act as a constructive link. They hold the position where their role
is to provide assistance to the employees and influence them in a positive way when they are
going through the process of transition. They are the communication bridge that provides
report about the changes that occur in the company. They communicate the process in how
changes in the policies of the countries will impact the people who are related with the
company and also present to the employees the need for change in the organization. The team
of managers needs to provide answers to the questions that arise in the minds of the workers.
They experience changes that have effect on their emotional sides that occur in their
workplace. The managers should provide their active support to the employees. A

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management team constructed by the company who will efficiently manage and implement
changes is necessary to assess the risks faced by the workers. Preparing the employees for the
changes, making them aware, and invoking in them the desire for active participation is the
responsibility of the employees. The knowledge should be imparted on the process of
changes and the necessity and their benefits. Reinforcing the changes in that occur due to the
behavioral changes is the responsibility of the mangers. The efficiency of the managers lies in
preparing the employees for the changes in the organization and employing techniques for the
betterment of the company and the ability to avoid resistance.
Resistance
Resistance is the refusal of the employees to accept the changes that are faced by the
leaders as well as the managers. Resistance occurs because the individuals face threat from
the authorities that result in the loss of belief in the policies adopted by the company. It is
viewed as a force that stops the progress of an organization
The reasons for resistance against change
Lack of communication: Lack of communication is identified as a force of hindrance that in
the workplace that results in poor performance and lack of teamwork in the workplace. The
lack or poor communication creates misunderstandings between the workers and the leaders.
The gap created in the communication process leads to conflicting situations that lead to gap
between the base and the top of the organization and leads to resistance from the workers.
Lack of belief in the authorities: The lack of belief in the authorities that work for the
benefit of the workers results in negative vibes in the workplace. It creates the problems that
are experienced in the workplace as they lead to imbalance as the leaders fail to convey the
policies that are designed for betterment of the employees. The employees view the leaders as
those individuals who are concentrated on the welfare of their own selves rather than that of

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the workers. The lack of belief in the leadership creates barrier in the progress of the
workplace that results to resistance.
Loss of employment: The major reason for resistance from the employees is the fear of
losing the employment. The employees are in constant fear that they will lose their
employment in the company once it adopts the new changes. New changes in the company
can bring new technological techniques that will result in the loss of jobs as the need for
skilled labor will reduce. Thus, it can be identified that the fear of unemployment leads to
resistance against change.
Politics within the organization: The politics that is growing within the organization creates
resisting forces to the process of change. Some individuals do it on purpose to prove their
superiority over the others. They also try to prove the fact the managers who are employed by
the company lack abilities that arte necessary for the effective growth of the organization and
would fail to cater the needs of the workers.
Fear of failing: The fear of failing to adapt according to the needs of change in the
infrastructure and mechanisms of operating. The employees fail to stay firm to their abilities
and face the fear of failing in the process of adaptation.
Areas to work on to avoid resistance
Change in the management
Change in the authorities is the major step that can be applied by the mangers to avoid
resistance and eliminate them. Change management is an efficient tool for avoiding
resistance in workplace. To capture the emotion of the individuals and creating a positive
environment in the workplace helps in minimizing the risk of resistance.

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Preparation for the change
The workers should be provided changes that the company is about to employ in the
working infrastructure. The management should adopt certain techniques which include
workshops on the change policies and the issuing the guidelines about the benefits that are
prescribed by the leaders. The five-change management plan works beneficently to stop
resistance and the communication plan will be helpful. Finally, the process can be made
successful when the management understand the compliance of the workers with the new
policies this results in omitting resistance.
Identification of the cause of the problem
To manage and eliminate the sources of resistance it is necessary and effective to
identify the factors that result in resistance. Effective management of the resistive forces
includes the identification of the root cause of the problems that are mainly concerned with
the fact why and who are contributing to the process of resistance. Change management is an
effective tool in identifying the reasons for the resistance and helpful in eliminating them.
All these factors have hindered the growth of the organization and cause a backlog
towards the progress of the company. The rate of resistance to any new technologies
employed in the change prescribed by the company is very high as they fail to understand the
need for change in the organization that will lead to their progress.
Strategies to overcome resistance
Communicating the clear vision
The views that are employed to promote the change should be clearly communicated
to the individuals that will lead to proper working of the workplace. The policies will become
clear and would minimize the chances of facing resistance.

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Managers should act as leaders
The success at the implementation of the policies can be adopted when it follows the
sequence of from the higher authorities towards the lower ones. They need to clearly
communicate the changes and the expectations that they hold from the workers. They should
provide credit to the workers for the success they achieve by adopting the changes.
Developing communication strategy
The initiative should be taken on part of the managers to develop better
communication process. It will help in the communication of the desired future benefits and
solve the queries of the employees. This will decrease the state of anxiety amongst the
employees and help them in developing the belief.
Modification of the structure
The modification of the structure is necessary to meet the need of the working
structure. The structure of the offices, employee policies and the administration should be
changed. It should depend on the initiatives that are taken by the organization.
Connection between the old and new concepts
The connection should be established between the old prevalent policies and the new
policies that are adopted by the management. It should be effectively communicated to the
employees what is expected from the new implications that they adopt for their benefits.

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Effective Strategies
Lack of office politics
The lack of strategies by the employees to resist the decisions prove that they have
been effective in reducing resistance from the employees. The financial gains that they
receive from the organization makes it evident that the risks are reduced.
Commitment
The commitment of the individuals has increased when they avail that the policies of
the company are in their favor. This is done when communication is done clearly. This is the
commitment can be rested on the fact that when the ideas are properly communicated to the
employees it reduces their trust issues and leads to increased commitment.
Better performances
The inculcation of the new development programs and friendly conversation between
the managers and the workers leads to better performances from the employees as they
understand that new changes that are brought in the structure are for their own benefits and
not only for the selfish interests of the company.
Conclusion
Thus, it can be analysed by the information provided that when the communication
strategies are effective that prove that the workers would adapt to the changes and will
facilitate their growth. The recent developments in good values between the employers and
the managers proves that they have adopted effective strategies for building relationship in
the workplace.

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References
Harris, R. T., & Beckhard, R. (1987). Organizational transitions: Managing complex change.
Reading, Mass.: Addison-Wesley Publishing Company.
Hultman, K. (1998). Making change irresistible: Overcoming resistance to change in your
organization. Davies-Black Pub..
Kotter, J. P. (1995). Leading change: Why transformation efforts fail.
Kotter, J., & Cohen, D. (2002). The Heart of Change (Boston, MA: Harvard Business School
Press).
Recardo, R. J. (1995). Overcoming resistance to change. National Productivity Review, 14, 5-
5.
Strebel, P. (1996). Why do employees resist change?. Harvard business review, 74(3), 86.