A Detailed Analysis of Change Resistance at Lemchester News

This essay examines the resistance to change faced by Lemchester News, a growing newspaper company. It delves into the specific opposition from employees regarding changes in work hours and explores the various factors contributing to this resistance, such as surprise announcements, fear of failure, and lack of trust. The essay analyzes the impact of this resistance on the company's operations and growth. It also discusses the importance of effective communication, timing, and understanding employee needs in managing change. Furthermore, the essay suggests practical measures, including conducting meetings, understanding employee concerns, and offering flexible solutions to minimize resistance and maintain employee loyalty. The essay concludes by emphasizing the need for the company to implement changes carefully, considering employee perspectives to foster a positive work environment and ensure long-term success.

ESSAY

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Change is an inevitable part of any organisation. The environment in which an
organisation operates is quite dynamic in nature and thus in order to survive within the market
(Abrão and Torelly, 2012).. The Lemchester News is an organisation which has been publishing
newspapers within the Lemchester city and is growing quite rapidly. The current essay will
going to have a detailed discussion as to what specific resistance to change the company is facing
and its overall impact on the workings of company.the company has seen an opposition from its
employees regarding the change in duty hours. What specific measures that can be adopted by
Lemchester Newspapers in the current scenarios of change resistance will be discussed in detail
in this report.
MAIN BODY
it is essential that right kind of changes are made within the working organisation for the
purpose of enhancing overall reputation and growth of company in the longer run. Change takes
place within an organisation on a consistent basis but how the change shall be communicated to
individuals within the organisation and how employees takes the same plays a crucial role in the
overall success of the Change strategy. There can be various reasons that leads to resistance from
the side of employees and thus, it is highly essential from the part of management to make sure
that efficient policies are being framed that will enable the management and company to
overcome the change resistance from employees (Peccei, Giangreco and Sebastiano, 2011). The
various factors that has lead to resistance to change from the side of employees are laid down as
follows:
If the change is announced with a surprise then it may have a negative impact on the
mindset of individuals, because it leads to various kinds of problems. The person or entity might
have to face many personal as well as professional problems which will further put pressure on
him. A proper analysis of the reason for the same and what measures can be adopted by the
management in this situation. Therefore, there is a need that change shall not be announced by
the management of organisation with a surprise, rather it shall be informed way before, so that
employees and other workers will be able to understand that there might occur a particular
change, which will lead to an amendment in the current working environment of the company.
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When company has announced that it is making such change it has lead to a surprise for
typewriters and thus they decide to resist such change.
Yet another reason for resistance of change can be the fear of not able to succeed in the
proposed environment. The new environment and business functions might not reward the
employee in the manner expected by firm. Thus, it is quite essential that management make sure
this fear of failure of employees is overcame by making effective policies of compensation and
different benefits. Thus, it is the responsibility of management as to communicate change
positively to the employees.
It the management who would have lost the trust of employees then promises of
employer to have a positive and impactful change on the lives of individuals would have no
meaning and thus resistance to change will occur. This will hamper the overall growth as well as
development of the organisation in the longer run and this is the primary reason that typewriters
are resisting the change made by Lemchester News. Trust is an important factor, which can be
earned over period of time and not immediately. Management can earn this trust with a specific
aim of retaining its employees and taking them together with the organisation (Chung, Su and
Su, 2012).
There is a certain time to communicate and implement change within the organisation
and thus, if change is implemented, it shall be done in an appropriate timing, so that employees
will not take it as negative and thereby, will decide to resist it over period of time. There is a
need that management understand this issue clearly which will further boost the overall growth
and development of the company in the longer run. The timing of Lemchester News were also
wrong with regard to the change as the typewriters were not ready to adopt such change and
hence faced many problems.
Hence, it can be said that copywriters are resisting change for the reason that night shift
to employees would lead to ruin their personal life and they won't be able to spend time with
their loved ones like families and friends in night leading to distinct sort of problems in their
lives. Thus, it is essential that management comes with a mid way, that will enable the
organisation to properly maintain their employees with themselves. The different needs as well
as demands of the individual employees shall be ascertained which will reduce the resistance to
change to quite an extent.
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The contention of the copywriters is quite correct under this case but the same case is
with the employer as well. They do have responsibility towards customers as well. They will
have to offer right kind of news which are fresh and latest to its customers but due to shift of
employees from 10am to 7pm; company is not able to deliver latest newspapers with results of
all the sports games that takes place usually in night. Thus, management is right at their part and
so is the case with other employees like copywriters and designers. The need to convince them
has arisen and it shall be effectively implemented by management of company in the longer run
in order to maintain a proper relation with its employees and ensure that there is no change in
their productivity while they are working and at the same time their loyalty towards the
organisation remains intact (Bareil, 2013).
Change in management is one of the major challenge for employees, managers and
associated persons for deriving the strategies and plans parallel to organisational goals. As per
the case study, it is considered that organisational changes are required to determine the
management of opportunities and deriving the skills and management subject to business growth.
It is natural that organisational structural change affect the internal process and management of
business for deriving the changes and managing the operations in more systematic manner.
Change affect the style and formation of task and projects in more effective manner.
Resistance to change occurs due to basic structural change of operations and management
of organisation. The process of managing the operations and management mainly associate with
analysing the operational and business functional change (McDermott, Fitzgerald and Buchanan,
2013). There are several types of barriers are faced by managers subject to develop the structure
and management of organisation.. It is required to analyse the management authorities which
moreover it is sited that the changes also affect the daily life cycle and routine changes with in
operations.
Management changes are majorly adopted by organisation to define the strategies that are
defied in this context. There are type of changes affect the price of changes and management of
business and association. Threat of comfort and analysing aspects are the essential aspect which
affect the common mind set of business and resistance of change. This is the main aspect which
are considered in terms of changing the shift times and working hours. Personal discomfort and
flexibility is one of the major aspect which affect the process of effective working and
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management in various forms. This also affect the process of normal mind set and organisational
context subject to correlation and management for change in various forms.
Change factor reduce the dependency which not only affect the business operations and
management but also affect the normal process in terms of deriving the skills for adopting the
changes parallel to organisational growth and development. Organizational individuals usually
resist change when they do not understand the real purpose of the proposed changes. When
employees don’t understand the process, they usually assume something bad. Different
evaluation and perceptions are the main affecting factor which reduce the flexibility of
operations and management.
Selective information and lack of proper precautions regarding changes are the factors
which lag the normal process of executing the task and projects. This mainly affects the
management in the plans and strategies for developing the strategies and plans for managing the
changes in effective and efficient manner. There are various types of management tactics and
changes which are adopted by management for managing the changes in single format. Effective
execution encounters the change in terms of constantly take places subject to change in working
methods. Routine office procedures in the locations subject to desk and personnel assignment
and jobs are considered in this context (Smollan, 2011).
Throughout the assessment, it has been understood that selected firm is encountering a
major problem while implementing changes at workplace due to high level of complexity. Thus,
managers of an association needs to take certain initiatives for resolving this issue in proper
manner. For example; prepare proper plan by considering necessary elements like understand
each or every aspects of every employees whomsoever are involved in an organization. Apart
from this, some of the major steps which helps in controlling the resistance of change. Initially,
selected firm might needs to conduct an official meeting with their staff members to share their
views and opinions. Secondly, requisite to understand problem of every employee for promoting
retention procedure at workplace. As this procedure also supports in making proper plans or
strategy for every member of company as per their situation and requirement. Another option is
that employees must cooperate with each other by understanding situations of every member. For
instance; bachelor can easily work on night also whereas married people can’t able to work on
might (Burnes, 2015). Apart from this, females also avoid late night working as well as not safe
for women’s. Thus, male members needs to support them by offering day working to them.
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Along with this, another opportunity also is identified such as; company needs to offer proper
facilities or accommodation to female workers so that they can properly work on night also.
Additionally, proper services automatically minimize the resistance as well as promote workers
to continue their job role without quieting.
On the other hand, one thing is also identified that changes are not easily acceptable by
every employees because every member have their own personal reason and issue. Thus, if an
organization is implementing modification in their timing then they need to make suitable plans
or procedure by considering opinions of their entire staff members. All these elements aids in
making long term relations with employees which resulted in minimizing extra cost like; if there
is minimization of workforce then company needs to hire another set of staff due to which price
of hiring get maximized. Hence, it has been understood that various elements requisite to
consider for controlling resistance of change at workplace (Lundy and Morin, 2013). Along with
this, get succeeded in establishing modification by satisfying needs and wants of their staff
members.
CONCLUSION
From the above report it has been summarized that company needs to make sure that
changes must implement in proper manner by considering various necessary elements. From
which employees are seen as most indispensable component because all the business operations
are managed and regulated by them only. Thus, selected firm needs to focus on their workforce
management by implementing various plans and procedure at workplace for satisfying needs or
demand of entire staff members. Apart from this, an effective strategy like; professional meeting
needs to conducted for understanding employees opinions in order to minimize the resistance to
change. Hence, overall report is showing the useful scheme which needs to adopted by an
organization to impose modification in their working hours.
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REFERENCES
Books and Journals
Abrão, P. and Torelly, M.D., 2012. Resistance to Change. Amnesty in the age of human rights
accountability: comparative and international perspectives, p.152.
Peccei, R., Giangreco, A. and Sebastiano, A., 2011. The role of organisational commitment in
the analysis of resistance to change: Co-predictor and moderator effects. Personnel
Review, 40(2), pp.185-204.
Chung, S.H., Su, Y.F. and Su, S.W., 2012. The impact of cognitive flexibility on resistance to
organizational change. Social Behavior and Personality: an international
journal, 40(5), pp.735-745.
Bareil, C., 2013. Two Paradigms about Resistance to Change. Organization Development
Journal, 31(3).
McDermott, A.M., Fitzgerald, L. and Buchanan, D.A., 2013. Beyond acceptance and resistance:
entrepreneurial change agency responses in policy implementation. British Journal of
Management, 24, pp.S93-S115.
Smollan, R.K., 2011. The multi-dimensional nature of resistance to change. Journal of
Management & Organization, 17(6), pp.828-849.
Lundy, V. and Morin, P.P., 2013. Project leadership influences resistance to change: The case of
the Canadian public service. Project Management Journal, 44(4), pp.45-64.
Burnes, B., 2015. Understanding resistance to change–building on Coch and French. Journal of
Change Management, 15(2), pp.92-116.
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