Discuss about the Resistance to Change and Organizational Cynicism.
The essay helps in analysing the complexity of the resistance of employees in the organization. The different kind of processes has to be analysed in an effective manner that will help in understanding the three factors that is leading to resistance in different organizations. Identifying and description of the four methods is required as this will help in managing the resistance to change in the organizations.
The main aim and purpose of the essay is to successfully manage the resistance of the employees in the organization. Proper ascertainment is required to be done as this will help in solving such issues of resistance to change in the organizations among the different employees in an effectual manner.
Resistance to change is the proper kind of action that is taken by the different kind of individuals along with groups in order to perceive the change and the reasons of occurrences of such threats to them as well. Proper management of the resistance is essential in nature as this will perceive the change in an effectual manner. Resistance is caused among employees in the organization due to several reasons wherein the reason of resistance among employees is due to the bad management of the change and the changes are not acceptable by the employees in the organizations as well (Appelbaum et al., 2015).
There are different kind of factors that lead to resistance to change that includes the loss of status or the job security in the respective organization. It has been seen that resistance to change occurs in the organizations as there is huge forced change cause employee resistance in the organizations. There is lack of trust among the individuals in the organizations and this creates huge pressure on the employees along with the employer in the organization. Without implementation of the effective change management strategy, there will be strong kind of resistance among the employees and there will be huge organizational turnover among the different employees as well. When the approach is misused, this will cause huge turnover issues among the employees in different kind of organizations and this will trigger huge employee turnover.
The poorly aligned reward systems are the other essential factor of the resistance of change and this is causing huge kind of inequality among the different employees in the organization. Without offering proper rewards to the different employees in the organization, this is causing no such motivation to the employees as well. The changes that is required to be made has to be in such a manner that will be less costly and this will help the companies in managing the change in an effectual and appropriate manner.
All the employees are not treated in an effectual manner wherein they feel demotivated and they do not like to perform the tasks with same kind of motivational approach. It has been seen that there are different kind of managers in the organization who do not treat all the employees in an effectual manner and the poor communication is the other factor wherein poor kind of communication cause resistance to change among the employees (Amarantou et al., 2018). It has been seen in the different kind of organizations that the employees resist change as the higher officials do not inform them about the different kind of tasks along with how to perform such tasks as well.
It has been seen that the communication is inaccurate in nature and therefore it can cause resistance to change as there is lack of trust among the different individuals in the organization who are performing well, however there is no motivational incentives provided to them. Furthermore, it has been seen that the reallocation of the resources is the other main factor that causes resistance to change and rate of turnover of the employees increases to a huge extent as well. There has been different kind of instances wherein it is seen that with the different kind of changes in the organization along with some groups and departments, there are few sectors in the organization that receive the resources, however there are others who lose such resources. Due to this kind of reallocation of resources, this causes resistance from the individuals as they lose some of the current available resources (Andrews & Benedicktus, 2015).
Lastly, the increasing workload is the other factor that causes resistance to change among the different employees in the workplace. It has been noticed that in process of the organizational change, except the normal kind of working hour activities, when the employees perform and implement different other activities, this increases the workload and this increases the resistance to change in the individuals who are performing in the organization (Grama & Todericiu, 2016). The limited availability of the different kind of resources is the other normal issue in the organization wherein resources are limited in nature and with such kind of proposed organizational changes, this causes resistance to change among the different employees as well.
The weakness of the different kind of proposed changes is the other weakness wherein it is seen that there are different kind of employees in the organization who are not being able to understand and analyse the proposed change and this causes huge issues in the organization in making the employees understand about such changes as well (Amarantou et al., 2018). The different employees in the different kind of organizations are not being able to understand the different kind of resistance of the change and implementation of the respective process as well.
It is noticed that the different kind of organizations has their own rules and regulations and the individuals need to change their behaviour accordingly. However, it is not possible for the employees to perform the different kind of activities as per the different kind of changes in an effectual manner (Georgalis et al., 2015). These bring threat to the interpersonal relationships and this is regarded as the threat inside along with outside of the organization as well. However, such kind of issues will create weakness of the proposed required changes and cause resistance to change among the different employees as well (Courpasson, 2016).
These are the different kind of factors that are responsible for the resistance to change among the different kind of employees in the organization (Clark, 2015). However, these kinds of factors have to be reduced as this will help in solving the different issues in the organization and reduce the turnover of the employees in different kind of organizations as well. Furthermore, the different kind of steps that are required to be adopted by the companies in order to reduce the turnover of the employees along with reducing the resistance of the change among the employees in different organizations (Johansson et al., 2014).
The four methods that has to be adopted by the companies in reducing the turnover among the employees and resistance of change as well. Proper facilitation of the different participation and involvement of the employees is essential in nature as this kind of technique provides lot of importance to involve the resistors in the process of change by setting a collaborative kind of environment and implementation of such kind of change will help in minimizing the resistance to change by involving different kind of employees in the organization and seeking their participation in an effectual manner as well (Lynch, 2017).
Proper support and facilitation will help the company in reducing the fear among the employees related to the resistance to change and proper transformation is essential in nature to reduce the resistance to change (Hon, Bloom & Crant, 2014). Proper emotional support is required to be provided to the employees in an effectual manner wherein this will help the employees in the organizations to be able to cope up with the different kind of changes and challenges. The support is essential in nature in the organizations wherein this helps the organization along with the employees to cope up with different kind of changes that is affecting the work life of the employees (Certo, 2018).
Proper education and effective kind of communication is the other technique that can be applied by the different kind of individuals in the organizations. The communication process is effectual and appropriate in nature as this helps in minimizing the resistance to change among the different employees by educating the individuals and promoting the awareness through effectual kind of communication process as well (Rothmore, Aylward & Karnon, 2015).
The different officials of the organization have to be incorporate different kind of changes in the organization and inform the lower level employees as this will be an example of effectual communication and this will help in gaining much needed support from the officials as well. With the implementation of the two-way communication technique, the different oppositions and queries of the employees that is related to the different kind of aspects of the change that can be addressed quickly (Weinert, Derby & Paustian, 2016).
Proper structuring of the team is required to be done to maximise the potential of the individuals in the organization. The team members of the organization need to be provided with different kind of roles and responsibilities with the usage of the different skills as this will help the organization and employees to provide the potential for the team development in an effectual manner as well (Allen, Porter & Angle 2015).
The conflicts have to be resolved effectively with the proper kind of guidance that is provided to the employees of the organizations. The conflicts are one of the main barriers in the effective communication process that is responsible for reducing the resistance to change among the different employees (Ortiz, 2016). The change has to be delegated among the different employees of the organization in such a manner that will help the employees and managers of the organization to overcome the resistance to change (Wells & Xenias, D 2015).
The resistance has to be fought with the culture wherein the team leaders are the natural kind of leaders and they will be served as the role model along with influencers of the organization as well. In order to foster deeper kind of understandings along with strong culture of the organizations, it is essential in nature to create different kind of great opportunities for the employees in the organization that will be helpful in nature to socialize the staffs and this will be the best strategy to reduce the employee turnover among the employees as well.
Lastly, identification of the root cause of the resistance is required to be identified as this will help in understanding the viewpoints of the employees and solve the queries in an effectual manner as well. The lack of awareness along with fear of the loss of the job has to be identified and it has to be removed from the minds of the employees as this will help them in performing effectually as well.
Conclusion
Therefore, it can be concluded that proper causes of the resistance of the change has been identified and this helped in understanding the major issues of the resistance to change that is caused among the different kind of employees in different organizations. Proper factors has been identified that are the major causes of the resistance to change and solved them with proper implementation of different kind of strategies as well.
References
Allen, R. W., Porter, L. W., & Angle, H. L. (2015). Organizational Dynamics and Intervention: Tools for Changing the Workplace: Tools for Changing the Workplace. Routledge.
Amarantou, V., Kazakopoulou, S., Chatzoudes, D., & Chatzoglou, P. (2018). Resistance to change: an empirical investigation of its antecedents. Journal of Organizational Change Management, (just-accepted), 00-00.
Andrews, M. L., & Benedicktus, R. L. (2015). Are consumer innovators less resistant to change than market mavens?. In Revolution in Marketing: Market Driving Changes (pp. 223-227). Springer, Cham.
Appelbaum, S. H., Degbe, M. C., MacDonald, O., & Nguyen-Quang, T. S. (2015). Organizational outcomes of leadership style and resistance to change (Part One). Industrial and Commercial Training, 47(2), 73-80.
Certo, S. C. (2018). Supervision: Concepts and skill-building. McGraw-Hill Education.
Clark, R. E. (2014). Resistance to change: Unconscious knowledge and the challenge of unlearning. In Fostering change in institutions, environments, and people (pp. 83-102). Routledge.
Courpasson, D. (2016). Impactful resistance: The persistence of recognition politics in the workplace. Journal of Management Inquiry, 25(1), 96-100.
Georgalis, J., Samaratunge, R., Kimberley, N., & Lu, Y. (2015). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice. Australian Journal of Management, 40(1), 89-113.
Grama, B., & Todericiu, R. (2016). Change, resistance to change and organizational cynicism. Studies in Business and Economics, 11(3), 47-54.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941.
Johansson, C., Åström, S., Kauffeldt, A., Helldin, L., & Carlström, E. (2014). Culture as a predictor of resistance to change: a study of competing values in a psychiatric nursing context. Health Policy, 114(2), 156-162.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace. Routledge.
Ortiz, C. A. (2016). The psychology of lean improvements: Why organizations must overcome resistance and change the culture. Productivity Press.
Rothmore, P., Aylward, P., & Karnon, J. (2015). The implementation of ergonomics advice and the stage of change approach. Applied ergonomics, 51, 370-376.
Weinert, D., Derby, D., & Paustian, K. (2016). IMPACT OF UNIONIZATION ON FACULTY RESISTANCE TO CHANGE, JUSTICE, TRUST, CONFLICT, AND CLIMATE FOR INNOVATION. Chiropractic Journal of Australia, 44(3).
Wells, P., & Xenias, D. (2015). From ‘freedom of the open road’to ‘cocooning’: Understanding resistance to change in personal private automobility. Environmental Innovation and Societal Transitions, 16, 106-119.
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