Operational Excellence: Resistance, Climate, and Management Tactics

This report explores the concept of operational excellence and delves into how resistance to change impacts organizational climate. It examines the negative effects of resistance on employee morale, efficiency, and the overall work environment. The report highlights tactics for managing ch...Read More

Running head: OPERATIONAL EXCELLENCE 1
Operational Excellence
Student’s Name
Institution

OPERATIONAL EXCELLENCE 2
Introduction
Change in workplaces is inevitable, and most times cause unrests affecting business
operations. Organizational climate determines the work environment and refers to the shared
perceptions of employees like attitudes and behavior. Resistance refers to any action taken by
employees if they perceive that the change is a threat to them. This essay discusses how
resistance affects organizational climate and outlines the tactics which help deal with resistance
to change.
Impacts of resistance to organizational climate
Resistance affects organizational climate by reducing employee morale, efficiency, and
disrupting the work environment. Resistance reduces employee morale due to fear of job loss or
lack of future in the organization. Low morale spreads in the workplaces affecting the
organizational climate and leads to recruiting and retention issues. Organizational climate
determines employee performance; therefore, it's affected as resistance reduces employees’
efficiency as they spend more time resisting and forget about their daily roles. Resistance also
leads to a disruptive work environment as conflicts develop between resisting employees and the
management staff. Resisting employees also spread negativity to other workers. Resistance
results in the creation of a work environment with an organizational climate where employees
feel unsatisfied (Douglas et al,. 2017).
Tactics to deal with change resistance
Despite the negative connotations from employees, change is essential; thus,
organizations should take the necessary tactics to deal with opposition. Some of the tactics
include communication, employee involvement, employee training and discussions. The first

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tactic is communication which involves providing information regarding the change early in
advance to employees. Managers should communicate things like the timing, nature, and reasons
for the upcoming move. The second tactic is the employee's involvement. Managers should hold
meetings and discussions with employees to allow them to communicate their grievances
regarding the change. Finally, managers can reduce negative connotations by providing
additional training and resources to help employees accept and adapt to the change (Fernandez &
Rainey 2017).

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References
Douglas, J., Muturi, D., Douglas, A., & Ochieng, J. (2017). The role of organisational climate in
readiness for change to Lean Six Sigma. The TQM Journal, 29(5), 666-676.
Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the public
sector. In Debating Public Administration (pp. 7-26). Routledge.