Resistance to change essay. Individual Resistance To Change 2022-10-18
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Resistance to change is a natural human tendency that can have both positive and negative impacts on individuals and organizations. On the one hand, it can protect people from being forced into situations that may not be in their best interests or that may be harmful to them. On the other hand, it can also prevent individuals and organizations from adapting to new circumstances, technologies, or ways of doing things that could be beneficial or necessary for their growth and success.
There are many different factors that can contribute to resistance to change, including fear, uncertainty, lack of trust, a sense of loss or attachment to the status quo, and a lack of understanding or knowledge about the proposed change. These factors can be exacerbated by a lack of communication, transparency, or participation in the change process, or by a lack of support or resources to help people adapt to the new situation.
One of the biggest challenges of managing resistance to change is finding ways to address the underlying concerns and motivations of those who are resistant. This may involve providing information, addressing concerns, and addressing any underlying emotional issues that may be contributing to the resistance. It may also involve finding ways to involve people in the change process, so that they feel more invested in the outcome and are more likely to embrace the change.
There are several strategies that organizations can use to manage resistance to change, including:
Communicating openly and transparently about the reasons for the change and the benefits it is expected to bring.
Involving people in the change process, and giving them a say in how the change is implemented.
Providing support and resources to help people adapt to the new situation.
Managing expectations and addressing any concerns or issues that may arise during the transition.
Celebrating successes and recognizing the contributions of those who have embraced the change.
Overall, resistance to change is a natural and often necessary part of any change process. By understanding the underlying causes of resistance and using strategies to manage it, organizations can help ensure a smooth and successful transition to a new way of doing things.
Resistance to Change Essay
Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change. Decoding Resistance to Change. Such employees even if they know that the change to be impressed will impact the organization positively, they keep on resisting such models until their ego desires are gratified Agboola et. Change management: The HR strategic imperative as a business partner. Burgelman 1994 , Currie 1999 Currie and Procter 2001 , all stated that middle managers play a central role in developing new ideas with the reshaping of firm capabilities and affecting strategic renewal.
On the other hand, dysfunctional conflict means that the resistance to change leads to the organizations inability to attain its goals fully. What is change Change is defined as any alteration of the status quo Bartol and Martin, 1994;199. Moreover, it is very much essential to determine success rate for creating a suitable structure of change management. The eight stages of change presents modern day management with a tool that incorporates humanistic theory, meaningful values, and self-realization for their workforce into work processes. Certain individuals are more resistant to change than others, at times there can be situational characteristics such as a lack of trust in management contributing to this resistance to change.
Get Help With Your Essay If you need assistance with writing your essay, our professional essay writing service is here to help! The resistance to change needs to be a consideration for the company. Globalization and the technological revolution of the 21st century have increased business competition significantly thus companies have to keep on changing their strategies, structures, operational methods, culture, and technologies among other factors. Change can lead to conflict. Those variables were identified as empowerment, decision making responsibilities, and accountability. Each person has their own amount they can take, but the reasons behind why employees resist in the first place may be surprising.
However my experience suggests that lack of understanding of the need for change can be the single greatest contributing factor and is the factor which the organization has the greatest control over. International Journal of Strategic Change Management, 5 3 , 189-218. The course text is the basis for this research paper. Middle managers can displayand filter the proposal of change initiatives and suggest to authority. Service Business, 12 3 , 525-550. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. In specific examples, Abnegation wears brown clothing and lives in homes that are identical to the neighbors in the faction.
Common causes of resistant in the organization entail lack of trust, feeling excluded in organizational matters, self-interests and poor communication in the organization. Some of the reasons I felt resistant to the change. The fear of the uncertainties is the major ignition of resistance in the organizations. To reduce the resistance to change there is no universal way but some probable approaches are suggested in different management literature. Organizations that impose changes as accomplished facts and those that do not communicate sufficiently to the affected people during the change process are likely to face greater resistance. Moreover, Bamford and Forrester 2003 , Diefenbach 2007 and Eisenbach et al 1999 consent that in the growing approach to managing change, elder managers transform themselves from administrator to facilitator and the major accountability of execution vest on the middle managers. Anticipated Resistance To Change Conway and Monks 2011 suggest that resistance to change comes from inadequate communication with employees.
Teams and organizations might hit a snag if they have such agile failures. Regarding the process as the other major influence on resistance, Giangrecco and Peccei 2005 argue that it relates to the way the change itself is managed. A Dependence-Regulation Account of Psychological Distancing in Response to Major Organisational Change. The intrinsic foundations of extrinsic motivations and goals: Toward a unified humanistic theory of well-being and change. Wrong perception: At the initial stage it is important toassess the needs for change, so incorrectassessment is the first barrier of change. Some writers have suggested that workers who want greater openness, inclusion, and extensive communication are more likely to reject directives to effect change. Conformity appears in the beginning of the novel.
There is a connection between participation and commitment, and resistance is reduced by that commitment. In this paper, the analysis into effective management of resistance to organisational change is achieved through three main sections. Poor communication between leaders and the individual staff, on the other hand, could impede change programs Huczynski and Buchanan, 2001, cited in Burnes, 2003. Some individuals on the other hand will yearn for a slight change in their everyday life, no matter what the situation might be. According to Landells and Albrecht 2017 , politics in the workplace plays a significant role in the decision-making process.
Kotter and Cohen 2002 promoted the stages as a model to be preferred over all others. Harvard Business Review, 20. It is common in cases where affected people are not allowed to disapprove management decisions openly. Person-environment congruence, self-efficacy, and environmental identity in relation to job satisfaction: a career decision theory perspective. How the change is presented can make the biggest difference in the outcome of the change. Resistance creates difficulties at the stage of strategy formulation and at the stage of implementation. See, Feel, Change Concept Cohen and Kotter 2002 proposed the See, Feel, Change concept as a way to demonstrate for organisations the difficulty in changing employee behavior.
