Comprehensive Report on Resistance to Change in Organizations

This report delves into the critical topic of resistance to change within organizations, examining its multifaceted nature and implications. It begins by defining resistance to change and its significance in today's dynamic business environment, emphasizing the need for businesses to adapt to survive. The report identifies various factors contributing to resistance, including fear of job loss, lack of communication, and organizational culture. It then explores the impact of resistance, such as hindering change implementation and affecting business performance. Furthermore, the report discusses strategies for managing and mitigating resistance, such as improving communication, addressing employee concerns, and fostering a culture of change. The report provides real-world examples and concludes by highlighting the importance of proactive change management for organizational success and growth.

RUNNING HEAD: Resistance to Change
Marketing
Resistance to Change

Resistance to Change 1
Table of Contents
Introduction................................................................................................................................2
Resistance to change..................................................................................................................3
Factors contributing to resistance to change..............................................................................6
Impact of resistance to change...................................................................................................9
Management of resistance to change.......................................................................................12
Conclusion................................................................................................................................15
References................................................................................................................................16

Resistance to Change 2
Introduction
This report has been executed on the topic “Resistance to change” in which discussion will be
made regarding the resistance to change faced by the organisation. The business environment
is dynamic and employees may resist accepting these changes taking place in the business
environment. Organisation adopts changes for enhancing the performance of the business. An
important issue or challenge which is faced by the business is resistance to change from the
employees. Different individuals behave differently for the changes which business is
planning to implement for the betterment of the business. Different factors are responsible for
the resistance to change by the employees or different individuals in an organisation. These
factors determine the behaviour of the people towards the change. Change management is an
important aspect which helps the business in implementing the change in an effective
manner.
This report will develop knowledge of the concept of resistance to change and factors
which contribute towards resistance to change. Impact of the resistance to change can be seen
on the performance of the business. This impact of resistance to change will be discussed in
this report. Business needs to adopt strategies or approaches which help in dealing with
resistance to change.

Resistance to Change 3
Figure 1: Resistance to change
Source: (Winston Noronha, 2012)

Resistance to Change 4
Resistance to change
Organisations are operating in a dynamic environment where changes are occurring at a very
fast speed. These changing aspects create pressure on the business to adopt the change for
conducting operations of the business effectively. Business needs to adopt the change or
adopt the concept of change management for coping with the changing aspects of business
environment. Change has been defined as an important for business which enhances the
performance of the business. Adaptation of change forms a base for the survival of the
business. Change management has become an important aspect of the business environment
(Agboola & Salawu, 2011).
According to Goksoy, et. al. (2012), change management has been considered as an
advantage for the business which promotes growth and expansion. There are different reasons
responsible for the implementation of change and these reasons include technological
advancements, increase in competition, change in financial condition and economic
condition. Resistance to change is a challenge which affects the process of implementation of
change in the organisation. Business needs to analyse this resistance to change along with the
reasons responsible for the resistance to change.
An important element which affects the process of change management is resistance
to change. The term resistance to change can be defined as the action of an individual or
group of individuals opposes to a change which is taking place as a threat to the individual or
group of individuals. Resistance to change is an important challenge which affects the growth
and expansion of the business adversely. Organisations are adopting changes with a motive to
gain a competitive advantage over the others in the industry. Changes are implemented for
enhancing the performance of the business but the business may face resistance from
different individuals or group of individuals (Boohene & Williams, 2012). Resistance to

Resistance to Change 5
change is the action of the employee of the business which is affecting the change
management process of the business. Resistance to change is a negative attitude of individual
or group of the individual which is against the decision of implementing a change. Different
assumptions have been made regarding the impact of resistance to change. There are different
factors responsible for the failure of decision for change management and implementation.
Resistance to change is one of the most important factors behind the failure of decision for
implementation of change in an organisation (Vasanji, 2016).
In the words of Serban & Iorga (2016), resistance to change is a crucial challenge
which is affecting the stability of the business. Different types of changes are being
implemented by the organisation for coping with the changing complexities of the
environment. These changes can be cultural change or structural change. Level of the change
differs from organisation to organisation. Every organisation expects resistance while
implementing change due to various factors. This resistance results in failure of the decisions
and affects the decisions of the business. There is a need to explain the benefits associated
with the implementation of change to the employees or individual resisting to change.
Resistance to change holds the power of delay, hinder or slow down the implementation of
the change process. Resistance to change develops a negative attitude in the individuals or
group of individuals towards the change. Different reasons are responsible for developing this
negative attitude among the individuals or group of individuals. These reasons include
misunderstanding of the reason behind the change, unknown fear, loss of status or loss of
comfort (Khan, et. al., 2017).
Changing environment demands change in the business and its manner of conducting
operations for becoming more streamlined. Resistance can create a no-win situation which is
against the objectives of the business. Resistance makes it difficult to implement the changes
and creates an adverse impact on the performance of the business. It can affect the efforts

Resistance to Change 6
made by the organisation for the change management. For the successful implementation of
the change, the organisation needs to gain the support of the employees. The motive behind
the implementation of the change is to stay competitive and as per the changing business
environment (Kebapci & Erkal, 2009). For example, Uber cab service provider has faced
resistance to change from the industry. With the change in the technology, Uber offered
online cab services in which cabs in the area are booked by using an application. This
innovation of Uber has affected the performance of traditional taxi companies who resisted to
the change implemented by Uber (Bouquet & Renault, 2014).
The focus of the organisations is on reducing the resistance to change for the
implementation of the change in an effective manner. Different individuals have different
views regarding the change which forms a base for the resistance to change. These different
views of the different individuals affect the change management and overall performance of
the business. There are various factors which need to be considered as these factors are
responsible for the resistance to change in an organisation. Resistance to change affects the
change management process as well as reduces the growth and expansion of the business. For
the purpose of coping with the resistance to change, there is a need to implement strategies or
approaches. These approaches need to be applied as per the need of the business. Changes are
good for business and enhance the performance of the business. Communication process
needs to be improved as weak communication process increases the chances of resistance to
change (Toribio & Hernandez, 2011). For example, Avon has faced resistance to change as
Avon has faced a decline in the prices of stock. New CEO was appointed in the year 2012 for
overcoming from this adverse situation. Due to the resistance to implement the desired
change for enhancing the performance, performance of Avon has affected at large (Trefis,
2015).

Resistance to Change 7
Factors contributing to resistance to change
Change management decisions are taken by the business for enhancing the capabilities of the
business. It is vital to gain the support of the employees and internal stakeholders of the
business for implementing change. Resistance to change in a huge challenge which can result
in failure of the decision made by the business as well as affects the internal environment of
the business at large. Resistance to change can be due to various reasons which need to be
analysed for overcoming the challenge and eliminating the impact of resistance to change.
There are various factors which have contributed towards the resistance to change in an
organisation. These factors which increase the chances of resistance to change in an
organisation are fear of losing job, unknown fears, lack of safety, attitude, values and
principles of the individual, economic considerations, habits of the employees, culture of the
organisation, lack of communication process and engagement of employees which increases
miscommunication, lack of trust and poor timings (Yılmaz & Kılıçoğlu, 2013).
Lack of an effective communication process in an organisation affects the change
management process and contributes to resistance to change. This factor affects the flow of
information among the employees which affects the thoughts and decisions of the individual.
Due to this lack of an effective communication process, employees resist to change. Habits of
the employees determine their attitude towards the change business is implementing.
Implementation of change includes a change in the manner operations are executed. This
affects the habits of the individual which results in resistance to change. Communication is an
important aspect which helps in engaging the employees in the operations of the business.
The decision of the organisation regarding the implementation of the change may get affected
due to the poor timing for change implementation selected by the organisation. The

Resistance to Change 8
organisation needs to decide proper timings for the implementation of change so as to ensure
it is not facing the situation of resistance (Zafar & Naveed, 2014).
Employees fear of losing the job which forms the basis for resistance to change. With
the change implementation, a business may need to change the manner in which it is
operating. This aspect of the process of change management develops a fear of loss of job
among the employees. Trust is developed when there is a proper communication between the
employees and organisation. Lack of trust between organisation and employees increases the
chances of resistance to change (Khan, et. al., 2017). A misunderstanding between the
organisation and employees affects their attitude and behaviour towards the change.
Uncertainty among the employees regarding the operations or the changes increases fears
among the employees. Companies need to provide a clear view to the employees for
encouraging them to participate in the change management process and eliminating the
chances of resistance to change. There are chances when an organisation takes decision-
related to change in the resources of the business. This aspect develops fear among the
employees due to which they resist to change business plans to implement (Tavakolia, 2010).
Change in the business processes may develop a sense of lack of safety among the
employees. For gaining a competitive advantage over the others in the industry, business
needs to develop a sense of safety in the mind of employees. This sense of lack of safety has
the potential to slow down the process of change implementation. Uncertainty and insecurity
affect the satisfaction level of the employees which affects the change management process.
Employees may fear of losing their freedom due to the implementation of change. Another
fear related to a reduction in the pay of the employees may develop among the employees.
This can affect the chances of success of the decision related to change management.
Employees may feel that they may cost their power for supporting the change management

Resistance to Change 9
process. Knowledge and skills of the employees can also act the process as it can act as a
factor for resistance to change (Yang, 2014).
The culture of the business also affects the change management process as culture
shapes the behaviour and attitude of the employees towards the business. Structural changes
in the organisation can also affect the decision of change management. Flexibility promotes
the implementation of change in a better manner and on the contrary, lack of flexibility in the
organisation adds on to the chances of resistance to change. Resistance can be in different
forms affecting the change management process. These different forms of resistance include
blind resistance, political resistance and ideological resistance (Karnes, 2009).

Resistance to Change 10
Impact of resistance to change
An organisation goes through many changes in the normal course of business. The
employees of the organisation have to adapt to these changes which often create pressures on
them. Changes bring resistance in the employees and it has a huge impact on the
organisation and its overall functioning. Resistance to change can create job dissatisfaction
and high employee turnover. According to Struijs (2012), there is a positive relationship
between resistance to change and the turnover of employees. The author conducted a survey
which showed that job satisfaction plays a main role in the turnover intention of employees
and resistance to change. The employees who experience more resistance to change were less
satisfied with their jobs in comparison to those who experience lesser resistance to change in
the organisation. Resistance to change affects the satisfaction level of the employees along
with the quality of the tasks performed by the employees (Grunberg, et al, 2008).
Resistance to change has some negative effects on the organisation and on the
individuals as well. The organisation whose employees have more resistant to change often
depletes the overall performance of the organisation. More requirements of changes from the
employees deplete their morale and ultimately, the performance of the workers. They tend to
lose their trust from the employer and intend to leave their jobs. Resistance to change also
creates disruptive work environment (Struijs, 2012). The employees who create resistance to
the changes required may spread the negativity in the other staff members which can create
huge unrest in the employees. It also increases the expenditures of the organisation in
providing training, implementing new tools and techniques and in the process of making the
changed procedures a success. The uncertain change in the organisation creates chronic work
stress in the individuals and makes them think of leaving the organisation. It has a great

Resistance to Change 11
impact on the attitudes of the workers. The leaders need to understand the impact it could
have on the employees (McLaren and Dunn, 2016).
Change is evident in the business organisation which is not a problem but resistance
to change is a big problem. It is needed for the survival of organisation and to have a
competitive advantage in the industry. The fear of change may create the misunderstandings
between the management and the employees. The organisation should plan in advance to
overcome such situations. Trust and engagement of employees play a very important role
while implementing changes in the organisation. The employers need to think on the
psychological well-being of the employees and to involve them actively to bring success in
the workplace (Holten and Brenner, 2015).
Coordination among the employees is required for the purpose of implementing the
change. Lack of coordination among the employees affects the change implementation
process. This can increase the chances of disputes among the employees due to differences in
the thoughts and views. This can result in miscommunication among the employees and
increases the chances of conflicts in the internal stakeholders of the business. Morale of the
employees also gets affected due to the resistance to change (Karnes, 2009). Views of the
individual affect others in the organisation. Groups may get formed in the organisation for
resisting the change and affecting the speed of change implementation. Lower morale of the
employees can affect their performance and organisational strength. It can affect team spirit
and teamwork as different individuals have different views. Teamwork is required for
implementing change in a proper manner. Lack of teamwork and team spirit will result in
disputes among the team and affects the quality of performance (Fong, et. al., 2011).
Another impact of resistance to change is increase in the employee turnover rates.
Employees who are resisting to change need to understand the reason behind the change.
Lack of support from the employees for implementing change can develop negative