Analysis of Resistance to Change and Implementation Strategies

This report examines the challenges of implementing change within organizations, focusing on resistance from employees. It explores the factors contributing to resistance, such as lack of communication and misunderstanding of the change's purpose. The report emphasizes the importance of participatory approaches, open communication, and employee involvement in the decision-making process. It suggests that senior management should adopt a supportive approach, providing training and development to ease the transition. Furthermore, the report highlights the need for a flexible organizational structure and effective communication to reduce anxiety and increase enthusiasm for change. Ultimately, the report advocates for a comprehensive strategy that includes stakeholder engagement and a commitment to fostering a positive environment for change, aiming to minimize resistance and ensure successful implementation of new initiatives within the business organization.

Running head: RESISTENCE TO CHANGE
RESISTENCE TO CHANGE
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Introduction
The business organizations must implement change as per the changes in the external
business environment. However, there are various problems and challenges that are faced by the
managers and the leaders of the business organization such as resistance to change from the
employees. The purpose of this essay to determine the ways in which organizations can
overcome the challenges in implementing change.
Discussion
Resistance is considered to be a phenomenon which affects the process and smooth
implementation of change in the organization. Considering the given scenario, the manufacturing
department is in need for implementing training and development program. However, the staffs
and the employees of the business organization are resistant to accept and implement the new
training program. The senior management must consider participatory approach to manage
resistance to successful change in the business organization (Matos Marques Simoes and
Esposito 2014). This approach will enable the business organization to support resistance by
preparing them for change and allowing them to participate vigorously particulate the process of
change. Further, it can be said that negative effects of resistance can be minimized by open
discussion. The employees and staffs of the business organization must be communicated about
the need for the training program and the positive benefits about implementing training and
development program. The mangers and the senior executives of the business organization must
examine the stakeholders in resistance to change and apply an obligatory approach so that the
employees and the workers willingly accommodate the change program. It is highly essential for
the business organization to engage with the people in all the stages of change implementation

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program. It is believed that communication plays an effective role in successful completion of
the change program or the training program in the given scenario (Matos Marques Simoes and
Esposito 2014).. Additionally, bureaucracy is an enemy of innovation. Therefore the
organization must have flexible structure which does not restrict thought and action. For
effective implementation of change in the business organization, it is also essential for the
managers and the senior executives to provide training and development programs. The training
and development program will enable the employees to effective implement change and work as
per the needs and requirements of the business. This must be communicated to the employees
and the workers. The managers and the executives must have an open involvement with the
employees in the decision making process and productivity. As suggested by Kunze, Boehm and
Bruch (2013), resistance takes place as a result of misinterpretation among the workers and the
employees, therefore the reason for implementing change must be communicated. Additionally,
accomplishment sand effective communication will help to reduce anxiety and increase
enthusiasm for change.
Conclusion
Therefore, effective communication is vital for overcoming resistance to change. They
have proper discussion with the employees and make them a part of the decision making process.
They must have an obligatory approach and participatory approach in implementing change.
This will help the business organization to gain the support from the employees.

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References
Kunze, F., Boehm, S. and Bruch, H., 2013. Age, resistance to change, and job
performance. Journal of Managerial Psychology, 28(7/8), pp.741-760.
Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How
communication nature influences resistance to change. Journal of Management
Development, 33(4), pp.324-341.