Analyzing Resistance to Change: A Leadership Perspective Report

This report delves into the multifaceted issue of resistance to change within organizations, using Chelsea Supermarket as a case study. It begins by defining resistance, differentiating between individual and systemic forms, and outlining the reasons managers perceive change as problematic. The report critically examines existing literature on resistance, exploring how employees and managers react to modifications, including technical and administrative adjustments. It identifies factors influencing employee responses, such as participation in decision-making, employee knowledge, and communication strategies. Furthermore, it analyzes the ethical implications connected with power dynamics and resistance, presenting an applicable framework. The report also assesses the significance of managerial and resistant positions in achieving effective change management, highlighting the crucial roles managers play as communicators, change directors, coaches, and liaisons. Finally, the report emphasizes the importance of ethical considerations, including preventing political maneuvering, respecting resistance timelines, and establishing codes of conduct to foster a successful change management process.

Resistance to Change

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1. Critically discussing the range of different resistance literature and stating the reason for
manger consider change as problem that gas to be managed.................................................1
TASK 3............................................................................................................................................4
3. Analysing the ethical issues connected with power and resistance, presenting a applicable
framework, identifying ethics of managerial and of resistant positions.................................4
4. Accessing the significance of managerial and resistant positions for achieving an effective
change management event .....................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Resistance to change refers to the action taken by person or group of people when they consider
that occurrence of change may lead to threat to them. Change resistance is the leaning Something to
refuse change. There are two types of resistance to change these are individual and systematized change
resistance. Individual change refers to the individual refusal to accept changes. On the other hand
systematic resistance to change include complete system to reject adoption of change.
The objective of the study is to identify significant reason for resistance of change by people and
organisation. The report has focussed on analysing the relationship between resistance and power in
circumstances of change in business unit.(Ika. and Saint‐Macary, 2012) Chelsea supermarket
organisation has been selected in order to access the significance of manager and other members at
different position who are responsible for ensuring effective implementation event of change
management. Analysing and evaluating the reason for employees resist to change.( Buchanan and
Badham, 2008)
TASK 1
1. Critically discussing the range of different resistance literature and stating the reason for manger
consider change as problem that gas to be managed
Resistance is an unavoidable response to major occurrence. Employees in Chelsea supermarket
resist change in order to protect the status and position. They consider that the change in enterprise may
affect their status and security. In Chelsea supermarket employees and manager will refuse technical
and administrative modification that may lead to elimination of their role in firm. Alteration in business
unit can create uncertainty and resistance in employees and manger which may further lead to difficulty
in implementing business improvement. Employee’s response to alteration is affected by number of
factors. These elements are staff members' participation in decision making activity, employee’s feeling
and knowledge as well as communication. These constituents assist Chelsea supermarket in identifying
worker’s reaction during implementation of change in the firm.(Conway and Monks. 2011).
The other reason is non modify motivational system. Workers in Chelsea supermarket are being
rewarded for their outstanding performance .When the employees do not get satisfying reward for
implementing successful change then they naturally refuse alteration.
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The third reason for refusal of change by employees is anxiety and threat of unknown
modification. Lack of awareness in workers may lead to increase in fear that may create difficulty in
successful implementation of change.
The fourth reason is that workers in Chelsea supermarket consider that organisation change will
create peer force on them. Whether employees are introspective or retrospective, they are still social
being.(Hunt, 2008) Chelsea supermarket manager will refuse change in order to protect the interest of
other members from being exploited by bringing alteration in business unit.
The next reason is environmental condition of trustiness. Implementation of change in such
environment where there is lack of trust among members and manager working in organisation may put
a huge impact on the success of enterprise. Modification cannot be made in Distrust situation. Common
distrust may lead to failure in taking initiatives for modification.
Other reason is prevailing politics in Chelsea supermarket Some members in firm feel that
resisting change is a political plan to show that determination is inaccurate. The employees may refuse
change to eliminate fear of losing their power in business unit. While, on the other hand, other workers
may resist to change in order to present that particular task is not accurately facilitated by the leader
directing modification.(Diefenbach, 2017).
The concern of failing to adopt change or to successfully implement modifications is another
reason for refusing alteration. Major modification in Chelsea supermarket can cause their team members
to enhance their ability to execute their roles and functions. The workers may refuse alteration as they
have concern that they will be get failed in fulfilling the requirement of new work.
The members in Chelsea supermarket may have mutual consent regarding change but they may
not be agree with the method or timing selected by firm in order to implement change. This refusal may
occur due to ineffective method or timing used for introducing change.
Determining the relationship between power and resistance in circumstances of change in Chelsea
supermarket(Green and Cameron, 2012).
Mapping source of power technique can be used to determine the relationship between power
and resistance to change.
There are various sources from where power can be generated by individual working in Chelsea
supermarket. These sources are- Physical power- Some people may possess such physical power such as high vocal
discouraging. This power are easily identifiable and are often anticipated in enterprise.
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 Power of position- This power is provided by position in administration hierarchy. This power
includes controlling employee’s activities, ordering to workers to work effectively, framing code
of conduct, etc. The manger will resist change in order to protect their position.
 Rewarding power- This includes capability to give reward for performing well within enterprise.
The employees and other members in organisation will refuse to adopt change if they will nit be
provided with satisfied reward for supporting change.
 Denotative power- This type of power is obtained by person by being connected with more
powerful person. The person with this power will support modification in order to retain their
controlling power.
 Proficient power- This power is provided by individual for using their knowledge, skills,
expertness. These skills and expertise is gained by person by working in Chelsea supermarket
organisation for longer time. Individual will refuse change in order to protect such sources of
power at all cost. The employees will deny accepting technical and administrative modification
as this may lead to elimination of their role in enterprise.
 Power of information-Person possessing this power have all the information about various
activities and functions that are carried by Business. They have all the data that are required by
Chelsea firm in order operate its function in effective manner.
 Legitimate power- This aspect deals includes observations and purposely use of authority and
lawful power. This aspect considers that alteration is Chelsea enterprise is demanded by top
level management and this is required by them in order to retain their power and position to
effect modification.(Cameron and Green, 2014)
The other aspects have focus on the distribution of power and its use by various authorities in
order to control change procedure. Use of power is easily identifiable when its is being used by
different persons or groups for discuss about route of alteration process. (Gill, 2013)
Designing structure
This stage include designing framework in order the way for facilitating work with team while
planning for change in business unit. This process includes various activities such as mapping
individual power source. Analysing impact and influence of each employees power on implementing
modification process, Mapping the interaction of power within sub groups., Developing relationship.
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TASK 3
3. Analysing the ethical issues connected with power and resistance, presenting a applicable framework,
identifying ethics of managerial and of resistant positions
Department politics, social and ethical factors will have direct impact on the change
management procedure. When the power and political have influence on the decision making activity of
manager, and he becomes rational while making decisions, Rational decision will only serve
administrator interest so its is considered as unethical behaviour. In order to eliminate personal gain . It
is required by management to monitor stakeholders those who are involved in change management
process order to avoid unethical decision making.(Thomas and Hardy, 2011)
A manger who attempts to adopt political strategy to apply change that will not create benefit for
achieving goals and objectives for Chelsea is also referred to as Unethical conduct. The top level and
middler level management is required to have knowledge about political pressure and the impact of
such factor on Chelsea organisational culture. The violating of other employee right is the example of
unethical behaviour.(Lundy and Morin, 2013.).
Following are the few suggestions that can be used by Chelsea for managing political and ethical
employees' behaviour within organisation while facilitating change-
Prevent dirty politics
Considering the benefit of all employees while planning for alternation.
Respecting the resistance time.
Identifying the correct method and time for facilitating change.
Conduct research in order to analyse the historical importance of modification.
Expecting open and honest commitment and contribution from stakeholders.
Establishing various code of conduct in order to mange and control change management procedure.
Conducting various deals and agreements in order to gain support from employees.
The change management procedure must ensure providing benefit to all participant that has contributed
in successful implementation of change.
Various policies can be framed by top level management in order to encourage employees to increase
their contribution in fascinating modification process.
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The manger must ensure effective communication method in order to reduce or eliminate various types
of threats such as fear of losing power and position, threat of unknown change etc. that are being faced
by workers.(Bull, and Brown, 2012).
The administrator manipulating others members in Chelsea to commit and forcing them to
follow all code of conduct associated with change management procedure. This conduct of
administrator is unethical. The goal of Chelsea should include fascinating such modification that results
in benefit to all parties as well as enterprise.(Carnall, 2007) The administration department in Chelsea
should have focus on implementing ethical and effective change. If in case there is lack of single
element, it is required by leader to hold up the alteration process and must r evaluate the procedure. It is
needed by Chelsea manger to develop or enhance their knowledge regarding various methods and
techniques for controlling modification activity. While planning for change leader must conduct various
analysis in order to identify influence and impact of various factors such as social, cultural, technical,
economic, environmental elements that may have direct effect on change. Its is very essential for
management to ensure that change should be healthy.(Herzig and Jimmieson, 2016).
4. Accessing the significance of managerial and resistant positions for achieving an effective change
management event
The mangers play vital role in successful implementation of change. Manger role is crucial as
they have direct relationship with employees. They act as advisers, leaders, supervisors in order to
influence workers by their own change management process. The manger in Tesco need to play several
role in facilitating change management procedure.( How to Deal With Resistance to Change through.,
2016 ) These are-
Communicator-The main role of manger include communicating complete information about change.
An worker leader is the key from where employees can gain various information related to
modification such as benefit of alteration, change management procedure, outcomes of implementing
change etc.
Directing change-The participator looks to manager in order to analyse their level of support required
for facilitating change management process. If modification is sup[ported by leader than the Chelsea
except support from other employees as well. In order to motivate and to gain support by workers it is
required by supervisors to demonstrate the effect and benefit of change. Its is needed by change
management team to formulate customised tactics for evaluating and controlling change management
procedure.
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Acting as coach for workers-The role of manger include supporting employees throughout the
implementation process and assisting them in adjusting in new environment. The manager help workers
in identifying various hurdles that can occur in creating successful change.
Liaison to the project management team-They provide platform for fascinating communication and
relationship between employees and project management team. On the basis of information provided by
project management team they provide feedback to employees the manger position plays crucial role in
providing input, generating positive outcomes and providing direction to workers. The managers are
appointed at this position in order to analyse the need for of change in order to enhance functionality.
Resistance manager-In managing resistance to change manger are at their right position. They are best
suited for providing training to employees on order to effectively control change management
procedure. ADKAR model can be adopted by manager on order to identify the requirement and drivers
of change.(Carr and Hancock, 2016)
CONCLUSION
The study has clearly defined the concept of resistance to chance. The report has concluded that
various reason for refusal of change by employees. Various others factors are concluded due to which
change is being resist by manager. The project has explained the relationship between power and
resistance, It has also highlighted various ethical issues that have interrelationship with power and
resistance. The assignment has successfully explained the importance of managerial position for
implementing change in effective manner. The various strategies have been suggested by the project in
order to provide assistance to Chelsea super market manger in order to formulate and implement change
management process.
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REFERENCES
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Gill, R., 2013. Change management or change leadership. Journal of Change Management, 3(4),
pp.307–318
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Canadian Public Service. Project Management Journal. pp.44(3). pp.45–64.
Herzig S. E. and Jimmieson, N. L., 2016. "Middle managers' uncertainty management during
organizational change", Leadership and Organization Development Journal. 27(8). pp.628-645.
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of Management. 27(3). pp.322-331.
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Buchanan, D. and Badham, R., 2008. Power, Politics, and Organizational Change: Winning the Turf
Game. SAGE.
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Models, Tools & Techniques of Organizational Change. Kogan Page Publishers
Carnall, C., 2007. Managing Change in Organizations. 5th Ed. Prentice Hall.
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Carr, A. and Hancock, P., 2016. Space and time in organizational change management. Journal of
Organizational Change Management. 19 (5). pp.545 – 557.
Online
How to Deal With Resistance to Change, 2016 : Available through <https://hbr.org/1969/01/how-to-
deal-with-resistance-to-change>. [Accessed on 3 October 2017].
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