Barriers And Barriers Of Change

Forces, Barriers, and Hindrances Change involves various forces, barriers and hindrances. These factors can affect the implementation process and thus there is need to identify them and eliminate them if possible. The first barrier is resistance to change. People may be willing to receive less pay but be assured of stability of the organization. Change in Alaska for instance met some resistance since the employees were scared of losing their jobs since the collapse of the company due to implementation of change. Political factors may also lead to resistance by the employees to adopt the new changes within a company. In order to face this barrier head on it’s important to have consistent communication with the employees, requesting feedback

Lack of proper understanding of the culture, processes and systems of the current organization can affect the process of implementing change. This is because the management and the employees may develop anxiety regarding the complexity of the new systems. Proper training and enough provision of information can help deal with this issue. Intergradation problems is the third barrier. This basically entails being a position of making things work together. Change can affect various levels of the organization and thus affect the whole company. The processes from design, manufacture to service delivery should therefore be analyzed to ensure that they will be in line with the new vision. Failure at one level will affect the whole process (Small, et al 2016). Competitive forces are external factors that limit implementation of change. Some of the factors in this case include stiff competition for other Airline industries, technological changes, external threats, and economic conditions of the country and market conditions. Favorable conditions can promote change whereas unfavorable conditions affect change in a negative way. The leaders need to analyze the conditions early enough to check on the validity of the new change so as to avoid unnecessary

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