Actually, this process is characterized by resistance to change due to internal and external factors. Some of the major reasons why individuals are resistant to change include self-interest, lack of trust in management, lack of understanding, low tolerance for change, and varying assessments of the need for change. Regardless of whether the resistance is fueled by internal or external factors, individuals need to develop an appropriate plan for overcoming that resistance and embracing the concept. A Situation involving Resistance to Change: Human beings have a tendency to resist change even when the change contributes to growth and development, increased productivity, and greater efficiency (Baker, 1989, p.53). In most cases, resistance to change occurs in the workplace because changes in an organization affect the individuals within the organization.
They have been broken down into a series of different emotions. These emotions or reactions to change can help management recognize people within the organization who are showing signs of resistance. Recognizing these emotions can be a helpful tool in identifying who will be a problem when implementing change, as well as to help them to deal with any resistance. Being critical of everything cause a big problem. If an employee is critical of every decision that an organization makes, they will not willingly accept the changes.
Conclusion Managing resistance starts with dialogue that engages and reveals the underlying reasons for resistance (A. Gilley, J. Gilley, & Godek, & 2009). Resistance to change is a complex issue and managers and leaders need to take the time to understand why and where the resistance is coming from if they have any chance of being successful. There are numerous reasons why an employee might be resisting the change and there are lots of approaches to address resistance, but without understanding why there is resistance, leaders are unprepared to deal with the issue. Therefore, leaders need to make the time to involve employees in the process, understand and respect their concerns, and work towards clear and focused goals.
Utilizing the power of teamwork Team leaders across the world are focusing on basic elements such as instilling trust within their employee teams so that each employee can work with each other and share work effectively; It not only builds effective employee relationships but also helps in reducing conflicts. Finally effective leaders know the importance of increasing collaborative efforts within employees by frequent interaction and valuing their opinions helps in Emphasizing upon core values and leadership skills, while hiring people in organizations. World’s leading high engagement organizations hire for leadership potential as expressed in individual values that align with core organizational values. Finding employees who will fit into the company’s culture is more important than hiring based on work role competency.
This team can not only help with change management, they can also help with the solutions. One way to get employees more on the side of change is to let them create the change. Explain the problem and let people help with the solution. The feeling of accomplishment from helping to solve the problem with help people to feel more positive about the change. During this step the company should • Identify leaders in the organization • Get emotional
The reason for this resistance is that people become ingrained with individual and group beliefs and values when change is addressed. Why try to understand resistance when one can just enforce his views on his subordinates? Understanding the causes or reasons behind the resistance and working towards productive change is the main objective of a successful, productive company. Personal and Group uncertainty are often the biggest causes of employee resistance to change. In the face of impeding change, employees may become anxious and nervous.
Effective organizational change requires an alteration in patterns of employee behavior (Spector, 2010). There are many reasons why stakeholders can be resistant to change including but not limited to; misunderstanding, self-interest, inability to adapt and disagreement with the change. It is management’s job to understand this resistance and effectively combat it. There are several tools that can be used to combat resistance to organizational change to increase the chances of effective organizational implementation. This paper will look at some of the essential tools and elements I would use to combat resistance to organizational change.
Below are some causes for an organization to resist change: Causes for organizational resistance to: • Change affects parts of the decision-making process. • Control- individuals having control characteristically do not want to let go of the control. • Fear of the unknown- organizations due to the unknown may be afraid of change. • Organizational goals not meeting the needed change or the goals require change in order to fit... ... middle of paper ... ...mental, reactive, or strategic the Lewin change model works. Managing change includes a broad assortment of change model strategies for an organizations management team to select from for the organization to achieve successful change.
If this type of conflict is left to its own devises it will escalate and will become strenuous to the other team members. Task conflict also known as cognitive conflict within the team is where an individual who perceives a method of doing a task as being detrimental to the team and will be adamant in the reject of the method. This will cause conflict with those on the team who feel the new idea has merit. However, when the task method is challenged it can create new ideas as the team reevaluates the original suggestion. This talking about the task can and does stimulate new cognitive approaches to the method as well as to other processes produced by the
The author also states that some individuals seem confounded and confused by unpredictability and change, and do their best in avoiding it. He adds that other people find the uncertainty prospect invigorating, mostly seeking out chances that promise opportunities for exploration and adventure that are new. According to the author, not all individuals embrace changes within an organization, which is an issue that should be addressed by managements from different organizations. From reviewing the article, the author emphasizes more on understanding different change styles. According to the author, change may lead to complaints and misunderstanding within an organization.