This paper analyzes what organizational change is, what organizations do, what causes them, how they can be manifested, what types of changes exist, how they affect organizations, how they should be deployed to minimize the resistance to its implementation. After doing the analysis of the effects, advantages and disadvantages of organizational change, the guidelines are given to demonstrate or convince managers that the best choice is the planned change, in some way, that should be the strategy to minimize resistance to its implementation.
There is a wide range of interactive maltreatment in organizations that despite their low value in intensity and severity, their persistence sharpens and increases its effects. These types of incidents fit the literature about daily hassles. This type of problem has been widely discussed and discussed in the literature on the effects of stress(Anderson, 2017). It has begun to investigate this type of behaviors to analyze its antecedents and to verify the importance of its consequences, although comparatively the amplitude of its study is clearly less. One of the concepts that is having a wide diffusion is the Psychosocial Factors and Risks, forms, consequences, measures and good practices, proposed as one of the forms in which psychological labor violence is exercised. The authors define it as low-intensity behavior with the ambiguous intention to do harm, violating the rules of work of mutual respect. Unconvincing behaviors are characterized by being rude and discourteous, showing lack of consideration for others. As such it would be a form of “Antisocial work behavior”. The authors insist on differentiating it from psychological aggression in the absence of a clear and conscious intention to harm.
This model describes the political, economic, social, technological environmental and legal factors that influence changes. These factors are discussed as follows:
These factors relates to government interventions into economy. They may include change in tax policies, labour laws and imposition of trade restrictions, (Banjo, et al., 2016, p. 72). Whenever the government changes to labour laws, organizations tend to make adjustments to keep up with changes, (Banjo et al, p. 72). This may include redesigning marketing mix, changing market targets and evaluating overall market to ensure full adjustment achieved.
When government increases taxation level, businesses are always forced to make adjustments complying with new tax rates. This may lead to reduction in employees’ remuneration or decrease in operation level, (Bimber, et al., p. 2012). The organization may also reduce its product range to reduce tax payable.
Marketing policies are critical to organizations while evaluating their market targets and marketing mix. They influence an organization to exploit a particular market niche, (Harvey, 2010, p. 16).
These include Government rules and regulations that can change how business operates. Changes in emission rules can make manufacturing organizations to drop their lines of production whenever they are found to be detrimental to environment, (Murtagh et al., 2012, p. 320). The government also administers fiscal policies which affect how organizations operate.
Businesses that deal in consumer products like food commodities may be forced to execute quality control procedures to ensure safety of consumers. For instance, the 2009 drug and food administration food code instituted a law that banned serving of rare hamburger ordered on request from children’s menu, (Trkman, 2010, p. 129).
There are different marketing forces that influence tha market niche of an organization. Marketing makes the organization increase its outlook. The incivism would be characterized by alluding to concrete and situational aspects of a broader type than those considered in the term “international justice”, referring mainly to insensitivity in the exercise of organizational and political procedures of the company. In this sense, the use of “International justice” refers mainly to inadequate treatment coming from supervisors and managers, from those who have to make decisions while in civics would have greater applicability to general practices(Connor, Lake and Stackman, 2003).
The marketing tool in this is to make the company more noticeable outside and inside he country. By any means, the company focuses on marketing to grow its revenues and sales portfolios.
Refers to the “small tyranny” to refer to the exercise of power in a personal and arbitrary way in which the rules are ignored, placed or removed according to the conveniences of the moment. It is often used to increase one’s own power capacity so it acquires a value of instrumental aggressiveness. “Abusive supervision” refers to aggressively hostile behavior without physical aggression(Dawson, 2016). It is therefore a type of action, often concealed that undermines the personal and professional image of the worker.
According to Murtagh et al., (2012, p. 322), these factors affect profitability of particular business. They include exchange rates, income of consumers, economic growth, competition and inflation.
Increase in exchange rates may affect anorganization negatively or positively. When exchange rates change to detriment of an international organization, it may make changes to reduce its international activities and major in local marketing, (Mitchell, 2013, p. 35). Competition dictates the market targeted by organizations. Organizations are forced to evaluate market critically to form particular market targets for their products, (Banjo et al. 2016, p. 75). Product positioning is also a significant activity affected by competition. Product positioning may be defined to place a product occupies in the mind of the consumer, (Banjo et al., p. 75). Organizations usually strive to position their products strategically to ensure it’s accessible, separable, durable, and reliable.
Inflation may lead to deterioration currency value. This makes money worthless. Profitability of organizations may, therefore, reduce, as real income of its customers become small, (De Waal et al., 2014, p. 10). Organizations may, therefore, make adjustments to increase prices of its goods to keep up with market conditions.
Interest rates affect ability of organizations to borrow loans. When interest rates increase, companies may not able to raise more funds for expansion, (De Waal et al., 2014, p. 10). When interest rates are low, organizations may make changes in their operating structure to borrow more funds for expansion.
These include shared beliefs and values of a community in which business operates. They may include population growth, health, age distribution, and Career attitudes. When market population decreases due to some factors like migration, then organizations may lack enough market for its products, (Agarwal & Helfat, 2009, p. 290). This may result into retrenchments and early retirements of employees, as organization would be trying to reduce its level of operations.
The Health consciousness of community is essential when organization needs to conduct recruitment. If most of population in society consist of weak or disabled people, then some organizations may not able to find enough personnel, (Agarwal & Helfat, 2009, p. 290).
When society consists vast number of minors not eligible foremployment, organization may not have sufficient working personnel. This may force to reduce its level of operations.
These conditions exist in operating environment that influences business operation. They may include availability of raw materials, pollution and ability of an organization to conduct an ethical business, (Makri et al, 2010, p. 620). Pollution targets are restrictions set by governmentdictates accepted level of contamination. If business emits a lot of fumes in environment, it may change its machinery user environment friendly procedures of manufacturing.
The society also imposes ethical expectations. These expectations must be met by organizations to maintain customer loyalty, (Makri et al., 2010, p. 620). The businesses may, therefore, make changes so as to ensure they meet the set ethical requirements.
As explained by Bimber, et al., (2012), when raw materials become scarce or get depleted, organizations may change their product lines so to exploit available resources. The scarcity of materials may also make an organization to reduce its level of manufacturing, hence retrenching some employees.
Technological innovations have required a change in organizations, (Trkman, 2010, p. 130). For instance, invention of complicated computer software, have created need to train employees on computer skills. Most organizations adopt more advanced technology and equipment to improve efficiency in their operations, (Weiner 2009, p. 67). In current business environment, IT experts have assumed management roles as most transactions are done online or real time using computers, (Harvey, 2010, p. 16). This has exerted pressure on organizations to train their managers on IT skills to be competent in their operations.
Rise of online marketing has a lot of pressure on organizations to install marketing software and employ more skilled workforce to aid operations. Since training is an expensive process, some organizations have resorted into laying off incompetent employees and replacing them with experts, (Machando, 2015). In banking sector, the rise of internet banking and mobile banking has resulted in reduction of human labour, (Lozano 2013, p. 276). This has forced many banks to retrench their working force, as human labour is being replaced by machines.
These include Government rules and regulations that can change how business operates. Changes in emission rules can make manufacturing organizations to drop their lines of production whenever they are found to be detrimental to environment, (Murtagh et al., 2012, p. 320). The government also administers fiscal policies which affect how organizations operate.
Businesses that deal in consumer products like food commodities may be forced to execute quality control procedures to ensure safety of consumers. For instance, the 2009 drug and food administration food code instituted a law that banned serving of rare hamburger ordered on request from children’s menu, (Trkman, 2010, p. 129)
As people we live in our comfort zones, those that allow us to feel comfortable and more or less safe, to act according to the different roles we have. The same happens with organizations. Their systems fit into states and routines where everything seems to be spinning on a day-to-day basis. He may not advance, but he appears to be moving.
Adapting to inexhaustible external events generates tensions by making the necessary internal adjustments. The different systems of the organization and the people that compose it create objections to the proposed changes, they react negatively to a modification.
Systems tend to return to their original position after stress, such as rubber bands, and people try to stay within their comfortable zone. All kinds of intervention in the organization provoke the emergence of forces opposed to change. Faced with tension, resistance inevitably arises. But we can minimize it if we have thoroughly planned the change and its consequences(Fincham and Rhodes, 2012).
Resistance to change is caused by forces against change. The successful implementation of change, therefore, arises when forces for change overlap forces against change, (Weiner, 2009, p. 67). The forces for change must, therefore, be more than the forces against it, (Shirey, 2013, p. 71). In figure above, the line in the middle of the two opposing forces is the status quo line. Whenever opposing forces are equal to the driving forces, the organization may opt to maintain the status quo.
Employees mainly resist changing whenever it threatens their personal interests in business. Change may threaten employee competence, status, self-esteem, social interaction and security, (Mitchell, 2013, p. 35). Some types of resistance to change include rational resistance, logical strength and social resistance.
Sound and logical resistance: This is always based on rational reasoning, facts and logic, (Trkman, 2010, p. 130). It occurs because of the efforts and time needed to incorporate change successfully. This type of resistance can be evaluated using both true and organization strength. The agency resistance deals with issues of management. Managers may view whole process of administering change as time consuming and expensive, hence advocating for status quo, (Lozano, 2013, p. 280). Administration of change may require training of workers. Employees may, however, be unprepared to take training lessons making them opt for status quo.
Even though change has long-term benefits to the organization, it may impose short-term costs on the institution. The time required for employees to adjust to changes, economic expenses incurred, extra efforts needed to learn new techniques and possibility of failure to successfully implement change are some of relevant factors considered when imposing change in Organizations, (Lozano, 2013, p. 282).
Sociological Resistance: Sociological resistance may sometimes be considered logical. This occurs when change is seen as a product of challenge to interests of a group of employees, (De Waal, et al., 2014, p. 16). Employees always evaluate whether their norms, values and interests are affected by proposed adjustments. Since social values are supreme in business operations, they must be considered carefully.
In an Organization, there are informal groups. These groups may form friendships and work relationships that may disrupt successful implementation of change, (Ambrosini et al., 2009, p. 20). Sociological resistance includes vested interests, political coalitions, and desire to retain old friendships, narrow look and political alliances, (Agarwal & Helfat, 2009, p. 291). The above types of resistance can be shown in chart below
The people who form the organization govern their behavior according to their interests, with their own vision, needs and expectations. They seek to satisfy them by means of rewards (entries) and avoiding punishments (departures), as they see fit in the moment.
it is said that people do not resist change, but change.” Change does not affect me until I go with me, as long as I do not take it as a personal matter, nor do I create the of it. When this occurs, the emotional components that trigger our natural defense towards “attack” appear.
Some of the reasons we resist change are:
This type of resistance occurs at all levels of the organization. And all of them have as active subject’s people, either individually or collectively. Surely in your organization you also have some more specific and specific.
How do we act before each of these factors? Are we able to make a clear and agile diagnosis? How do we react when it arises?
Can I minimize these risks in my organization?
If we wanted to be very brief, resistance to change could be reduced to one word: FEAR.
We can plan and train for change, as we will see in the next post. What is in our decision to do or not, is to know the people who integrate the organizational systems, their needs and expectations and see how these, to a greater or lesser extent, are satisfied with the changes. If we know what they need, it will be much easier for them to be part of that organizational system that can provide it. All parties can make a profit.
Of course, the information, transparency and honesty that will allow us to create enough confidence to overcome the fears and find new possibilities, new perspectives and development where there was only one big black hole. Discover all the good that the change has. Break the focus, look from another point of view, from the other side(Pasmore, Woodman and Shani, 2010).
What positive things can I do and which can I get to know?
What can bring me the change for my personal or professional development?
What strengths and abilities can I bring to reach my goals?
Do we know the real reasons for resistance to change in our organization?
What could I do today to overcome them?
We are very interested in your opinion. We will be happy to hear and share them.
In our next post we will talk about some ideas to adopt the changes and strategies that can help us to develop them successfully(French et al., 2015).
Resistance to change can be an act that can complicate the situation of the company, since the changes are occurring and it is necessary to adapt to these changes so that the company survives or becomes more competitive. Some companies do not decide to make changes until they notice bad results, a great loss of customers, income or when they notice that something is really wrong, when what they should do is adapt before the changes so that this situation would not have occurred(Robbins, 2017) .
Adaptation to external events can give rise to reticence and tension because it is necessary to make an internal adjustment and give rise to objections on the part of the people that have to undergo these changes, it costs them and they can refuse to collaborate, they can do it but without Too much scope or can access but make mistakes.
In order to overcome the resistance to change of the company, it is necessary to be aware that this resistance exists, to try to know the causes that give rise to this resistance to change and to fight against the causes that give rise to this in the best possible way. Sometimes a good communication in the company is enough(Kondalkar, 2007). It must be understood that changes are often good, that changes are a permanent variable in business and life, and make them understand others.
Perhaps when reading the title many consider that there is some trap in the header of this article, but the truth is that in the current Australian scenario, more and more entrepreneurs who start their business without investment, for which they make the most of their knowledge And talents, and at the same time use items they have at hand.
Conclusion
In this work paper it is analyzed what is the organizational change and what it means for the organizations, how it is created and the ways it can be created in order to reduce its effects like the resistance. It`s also studied the kind of changes that can exist in the organizations and how it can be implemented to be more effective. Afterward, once being analyzed the advantages and disadvantages of the organizational change, are given some ideas to demonstrate or convincing the manager that the best choice is the planned change because with this strategy is easier to reduce the resistance to its implementation(Shani, Pasmore and Woodman, 2012).
Weaknesses of information, knowledge and technique available to access this understanding, the heterogeneity of actors, interests and perceptions involved, and the need to favor visibility and interaction between them in order to achieve what is ultimately the goal: An equitable, permanent and quality education for all. The disagreement between reform and teachers has been a chronic disagreement in the history of the education sector worldwide and in this region in particular, and the wall against which continue successive Attempts at change, both from above and from below.
References
Anderson, D. (2017). Organization development. Los Angeles: SAGE.
Connor, P., Lake, L. and Stackman, R. (2003). Managing organizational change. Westport, Conn.: Praeger.
Dawson, P. (2016). Organizational Change and Temporality. Taylor and Francis.
Fincham, R. and Rhodes, P. (2012). Principles of organizational behaviour. Oxford: Oxford University Press.
French, R., Rayner, C., Rees, G. and Rumbles, S. (2015). Organizational behaviour. Chichester, West Sussex: John Wiley & Sons, Inc.
Kondalkar, V. (2007). Organizational behaviour. New Delhi: New Age International (P) Ltd., Publishers.
Pasmore, W., Woodman, R. and Shani, A. (2010). Research in Organizational Change and Development. Bradford: Emerald Group Pub.
Perkins, S. and Arvinen-Muondo, R. (2013). Organizational behaviour. London: Kogan Page.
Robbins, S. (2017). Organizational Behaviour. Pearson Education Limited.
Shani, A., Pasmore, W. and Woodman, R. (2012). Research in organizational change and development. Bingley [England]: Emerald Group Pub.
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