There are times when a person must go against what is common or what others want them to do. I would define this a form resistance. To me resistance is going against what is common, or standing up to someone or some thing that you normally would not. This is a common occurrence in the workplace. Resistance in the workplace is nessicary at times to prevent getting stepped on while climbing the corporate latter. Granted there are also times when the best thing to do is sit back and let things happen. There are however times when an employee must make some noise to be heard and noticed. When someone sees oneself about to be passed up for a promotion that they are entitled to, he or she must do something. Another time some form of resistance should be shown would be in the case of a supervisor or manager on a "power-trip". A person should not just let a manager create work or assign jobs that do nothing more than waste valuable manpower because it makes them feel important. My last example of resistance in the workplace is competition between departments that hinders the progress of the other department. Ideally none of this would happen but in today's society ware everyone is out for himself or herself sometimes someone has to shake things up a bit.
One of the main causes for resistance in the workplace would be an employee getting passed up for a promotion that they are the most qualified to receive. Some people wold just sit back and let this happen. But I believe the employee should fight this. There are a few ways of going about this. One of them would be for the person that was passed up to make it a point to state to as many people as possible that they are the one who really deserve the position. If the employee is the one who really deserved the position many should agree with them. Word spreads fast this way. Eventually enough people may question each other as to what is going on that somebody who has some say in the way things happen will hear of it. Sometimes this will work and the employee most deserving of the position will receive it. Another twist on this method is to again use the help of others and using the other person's faults against them. Not making it obvious but being persistent in pointing out why someone does not deserve the position. Upper management should eventually get the picture and see that they are not selecting the ...
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...were called on for help earlier that night. This type of competition can but put to rest usually by either ignoring the problem or by using it against the other department. When the one department chooses to ignore the other the other. The department seeing that their efforts to disrupt the other are not working will usually stop wasting their time on the matter. If this does not work the situation can be turned around and used against the offending department. For example, if one department is creating extra work for the other, the department who is receiving the work can turnaround and recycle the work back to ware it came from.
In conclusion I believe that resistance in the workplace, weather against another employee, department, or employer is at times a necessity. This is one of the main reasons were formed, to stand up to employers and fight for what is right and fair. The main thing to remember is that there must be a valid reason to stand up to the employer, if not disciplinary action will most likely be taken. When the employee is right however, the many forms of resistance that I have stated in the previous paragraphs are an effective way to set things on the right path.
The two men have to work as one put aside their pride to accept help from each other implementing Conflict Management/Strategies to set an example for the players under their charge.
Employees are motivated to join labor unions for various reasons. Most important of all is to seek redress for any real or perceived injustices in the workplace (Kearney, & Mareschal, 2014). The management should take cognizance of this fact and act accordingly to roll out a labor relations strategy that will enable them relate well with their employees whether unionized or not. When dealing with union matters at the company, the management should take bold steps in preventing the increase of union-related activities by enticing the employees by enhancing grievance handling and how the employees relate with the company (Carrell, & Heavrin, 2004). This can be achieved by:
As a person one might find that we follow a specific routine on the day to day basis. Sudden changes to these routines feels weird and out of place. In William Faulkner’s “A Rose For Emily” based in a fictional town called Jefferson taking place during the twentieth century. The time period is indeed an important factor because southern tradition was above all of the highest importance. This short story gives the audience details of life during that time in which they followed the values of southern tradition and the importance to never stray away from those traditions. The context of the story is laced with subliminal messages of humanities resistance to change.
It has various forms such as resistance through imagination, body, and language. It appears in the site of exercising power. For instance, when power is exercised upon the body, bodily resistance appears.
People can learn to stand up for themselves or change a situation when someone or something at work has caused stress or unhappiness. A job challenge may get worse over time and usually doesn’t go away on its own. The sooner an individual begins to adapt in the situation, or in how he or she responds to it, the easier it will be to ...
There are three ways that oppressed people deal with their oppression. First is acquiescence. Second way is that oppressed people resort physical violence and corroding hatred. However, the third way is the way that Martin Luther suggests us to follow the most. It is nonviolent resistance. It is the way that opens to oppressed people in their quest for freedom. Nonviolence resistance is the practice of achieving goal by protesting with nonviolent. Nonviolence resistance can happen in many situations especially the unpleasant ones and it always lead us to the better.
Resistance to change is generally defined as ‘any conduct that serves to maintain the status quo in the face of pressure to alter the status quo’ (Zaltman and Duncan, 1977: 63). Folger and Skarlicki (1999: 36) conceptualized resistance as a ‘resentment based’ construct, defined as ‘reactions by disgruntled employees regarding the perceived unfairness of a change’. In the categorizing resistance to change that results from individuals and organizational factors.
Most subtle resistances will not create any large scale change but allow resistance to continue through everyday resistance. Syncretism is a form of subtle resistance that has proven to be very effective by allowing double victory. Overt resistances often develop after there has been a prophecy from God which instigates a revitalization movement. Overt resistances are necessary; without them change would not exist. For a successful resistance using both subtle and overt forms of resistances allows for the highest probability of
Leadership is about change, but what reactions need to be taken if there are resistors for the change. In every organization there should be some employees who resist the change, but a smart leader is the one who try to come up with a list of resistors before applying the change and try to solve them. Some of the common resistors in most of the organizations are: lack of control, more work to be done and culture acceptance.
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
When change initiative does not coincide with or support the existing cultural understandings and meaning systems, culture-based resistance will be the resulting consequence”. We have seen throughout research that it is culture, not individuals that make up the resistance to change component. It is not as simple as a disgruntled employee who is just reluctant to learn something new or to develop or improve an existing system. Resistance to change is a cultural phenomenon that will continue to impede the implementation of programs for organizations who don’t get it right. Ruthvo and Bullis provide five lessons organizations can learn to improve the outcome of their change programs. Others, such as Bernard Burnes (2015), further demonstrate that resistance does not rise from individuals, but ”from situations where organizations create a conflict between their espoused values of rationality and fairness and actual practices which employees see as unfair and irrational”. In all, it is clear that indicating employees as the primary source of resistance to change is not exclusively accurate. We must continue to refine our research as we seek to better understand resistance and to discover what the barriers for overcoming it
Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance. If someone is accountable for outcomes and poor habits, outcomes will improve. The manager must show a caring attitude over the process of change and welcome any positive innovation. This caring attitude will become contagious to the employees working under him and become a priority to them as well. Approaching the change in an accepting, open-minded manner can decrease the vulnerability and frustration associated with change. How the change is presented can make the biggest difference in the outcome of the change. The manager must show that blaming will be avoided at all costs. One will only ask why, not who, to avoid the feeling of belittlement. This can allow employees to become comfortable with voicing their opinions and mistakes, which can allow an even greater range of improvement. The manager must also encourage...
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).
It is difficult to fill a position of someone who is seen by the company as irreplaceable; individuals can easily be passed over for a promotion if they are superior in their current position.
“Conflict”! What does it mean? Stephen Robbins, author of Organizational Behavior, defines conflict as, "A process that begins when one party perceives that another party has negatively affected or is about to negatively affect something the first party cares about." In the workplace it may manifest in a number of ways. Examples can include things that happen; when, your ideas or thoughts are not broadly accepted. Your opinion is opposed or downplayed. When you are due for a promotion and someone else gets it. When someone you have a crush on; is romancing someone else etc. Conflicts need not be always bad. They can also be used as a tool for healthy competition, which can encourage an individual to put his best foot forward and cover the extra ground. It all depends on how the management uses this tool.