Case Study: Staff Resistance to Change at Transparency International

This case study examines staff resistance to change within the context of Transparency International Ukraine (TIU). The assignment begins with an introduction highlighting the inevitability of change in organizations and the critical issue of employee compatibility with these changes. It explores the pros and cons of organizational change, including the implementation of new technologies and the impact on employee morale and costs. The core of the analysis focuses on the specific problem of staff resistance to changes in management style, and the impact it has on daily routines. The solution proposes strategies such as improved communication, raising awareness, preventing rumors, and involving employees in the change process. Recommendations include understanding the root causes of resistance and gradually implementing changes to minimize disruption. The case study emphasizes the importance of a phased approach and employee acclimation to new systems to ensure smoother transitions. This assignment is designed to help readers understand and address the challenges of change management within organizations.

Running head: STAFFS’S RESISTANCE TO CHANGE
STAFFS’S RESISTANCE TO CHANGE
Name of the Student:
Name of the University:
Author note:

1STAFFS’S RESISTANCE TO CHANGE
“Change is inevitable in an organization”. In a workplace, one of the most significant
issue regarding the change is the employee’s compatibility with the change. This discussion
revolves round the ‘employee resistance in the organization’ and how it can be fixed (Amarantou
et al., 2018).
Pros of change in the organization:
 The change implemented in the organization helps in development of the
organization in different sectors.
 New technologies can be implemented in the organization.
 Reinforcing innovation process in organization.
Cons:
 The company morale is largely affected with the implemented change in the
system.
 The employee compatibility is one of the major issues of the change management
as well.
 Changes are expensive, all though they are one time investment in an
organization.
Solutions for the outstanding issue:
The outstanding issues that has been chosen for the organization is the “Staffs’
Resistance to change - TIU members perceived changes in management style as threat to their
daily routines”.

2STAFFS’S RESISTANCE TO CHANGE
All though certain steps can be taken in order to solve this issues. These steps are given in
the section below:
1. Communication and raising awareness: Communication with the employees helps in the
reducing conflicts amongst the employees as well as the management and the employees.
Moreover, discussing the benefits of the new trichology or new work culture to the
existing employees helps in restoration of faith among the employees.
2. Prevent rumors: The announcements of the changes are much more welcomed by the
employees as compared to the rumors spread in the organization.
3. Employee assistance in the change: In the entire process of implementation of change in
the organization, involving employees is the best way to prevent unwanted resistance
(Hayes, 2018). This may reduce the conflict between the employees and the management.
Recommendation:
 To prevent the employees from resistance, the knowing the cause of the resistance is
important. Thus the first recommendation is knowing the cause of the resistance in the
organization.
 If a new system or technology is introduced, instead of imposing the entire system on the
employees at once, letting them get acquainted to the technology or the system is
essential.
 Implementation of the change on a regular basis reduces the impact of the entire change
process at implemented at once. The employee are gradually used to the fact that they are
working in a new system which will be developed further and has to accept it.

3STAFFS’S RESISTANCE TO CHANGE
Recommendation:
Amarantou, V., Kazakopoulou, S., Chatzoudes, D., & Chatzoglou, P. (2018). Resistance to
change: an empirical investigation of its antecedents. Journal of Organizational Change
Management.
Hayes, J. (2018). The theory and practice of change management. Palgrave.