Discuss about the Management for Leadership & Organization Development.
Resistance to change is one of the complex processes and also it is the concept which is considered for the failure of a process related to change. One of the biggest barriers is related to the resistance to change. Just because of this reason it is difficult for the companies to enhance the overall efficiency and effectiveness. It is seen that resistance to change give negative impact on the working pattern of the employees and also it is seen that overall profits are also affected by this factor. In this paper, the discussion will be made of the factors which can lead to resistance. Also, the methods will be considered that should be used by the companies so that resistance to change can be managed in an effective manner.
The three factors which can lead to resistance are the communication gap, lack of required training and also change in the roles and responsibilities. It is seen resistance can take place when there communication gap between the top management and the employees. Lack of training is also one of the most important factors that can cause resistance. When there is a change in the responsibility then also it can cause the resistance of the employees (Georgalis, Samaratunge, Kimberley & Lu, 2015).
So, the first factor which is related to resistance is a communication gap. It can be analyzed that when there is communication gap in the company then only this problem arises. Communication is important in the organization so that employees can conduct the activities with efficiency. If there is no proper communication in the organization then it can give negative impact on the working pattern of the employees (Erkama, 2010). It is seen that when changes take place in the organization then it can also enhance the managerial control of the workers so this process can enhance the resistance of the employees related to a proposal of change. When managerial control enhances they are not able to communicate with their colleagues or the managers so it creates frustration and can lead to resistance.
Also, it is seen that there are many workers who are dependent on each other and also has dependence is related to the support which they get from the other powerful person. If they are not able to communicate effectively and communication gap enhances then it can cause resistance to the employees who are conducting their routine activities in the organization (Hornstein, 2015). There are many cases when the employees are not given proper information about the changes that will take place in the company, so it can result in the resistance to change. The employee will not accept the change that will be implemented in the company.
Also, it is seen that with proper communication the problems can be solved effectively. But if there is a lack of the communication then employees will oppose the change that takes place in the Company. It is important for the employees to understand the changes so that they can conduct the activities in an effective manner (Jabri, 2012).
Next factor is related to inadequate training given to the employees in the workplace. It is analyzed that proper training is important for the employees so that they can conduct the activities in a proper manner. If proper training is not given to the employees it can also lead to reducing the overall productivity level and also in the growth of the company. One of the major causes of resistance is also inadequate training (Vakola, 2014).
When the employees are not trained or given information about the activities they will not able to conduct the activities in the right way and it can cause resistance. When the evaluation is made of the organization change it is seen that when employees are not confident in conducting the activities then they will resist the change and it can create an issue for the company or minimizes the overall profitability. If training is not proper then it can increase the workload of the employees and then resistance will take place (Erwin & Garman, 2010).
Next factor that leads to resistance is a change in the roles and responsibilities. It is analyzed that it is also one of the factors which cause the resistance of the employees in the workplace. It can be evaluated that when the change in the responsibility and role take place the people become resistance. The organizational system is considered as the open system so sometimes responsibility and roles of individual changes by not taking their suggestion. In this case, they feel demotivated and do not conduct the activities in an effective manner. Also, it is seen when the change in the duty and responsibility take place then it affects the retention of the employees in the workplace (Langley, Smallman, Tsoukas & Van de Ven, 2013).
Organization faces issue to retain the employees when the responsibilities are changed without asking from them and they are not happy with the assigned duty and responsibility. As a change in responsibility give impact on the activities and it is seen that at this time the employees resist. For instance: When an employee has the skill to manage the customers and if the responsibility is transferred to manage the accounts department then they can face the issue and can resist as they don’t have the knowledge of the activities.
So, it is important for the company to manage the resistance to change so that the activities can be conducted smoothly. If activities are conducted smoothly then it can be possible to achieve competitive advantage and to grab large market share. It will also help to enhance the overall profit of the company by giving focus on managing the resistance to change effectively.
There are four methods that can help the company to achieve success in managing the resistance to change. The company should give focus on giving training and development sessions so that resistance to change can be managed by the company. The second method that should be adopted by the company is giving rewards and recognition at the time of making a change in the responsibility and duty of an employee. The third method that should be considered by the company is proper communication that should be made with the employees and proper reasons should be explained for the change that is implemented in the company. The fourth method on which the company should give focus is effectively engaging the employees of the organization.
So, the first method which is related to training and development helps the employees to learn and acquire new skills which not only enhance the confidence level of the employees but also help them to sort out their issues related to resist change. Training gives them support to conduct the activities and of the company focuses on this pattern then it can also enhance the process of retention of the employees in the company (Borman & Motowidlo, 2014).
Training helps to motivate them so that they can conduct the activities according to the goals and objectives of the company. Training and development are one of the best methods that should be considered by every company so that growth and productivity can be enhanced by the employees. It will not only help to accomplish the objectives but will also give benefit to achieve competitive advantage in the competitive environment (Hon, Bloom & Crant, 2014).
Next method is related to rewards and recognition at the time of making a change. It is analyzed that company should focus on giving rewards and recognition when they implement change. It will help to enhance the motivation level of the employees and also boost the morale (Barrick, Thurgood, Smith & Courtright, 2015). The issue related to resistance to change can be reduced effectively if a company gives rewards and recognition. By giving a reward to the employees helps to maximize their productivity and also hey will conduct the activities with more dedication. Rewards and recognition is the way that helps the employees to give their best towards the activities assigned to them. So they will not resist the change and can conduct the activities in a proper manner.
Next method is related to the communication. It is seen that it is important for the organization to communicate with the employees or to give opportunity so that they can share their views and feedback in a proper manner. The best way to reduce the resistance to change is that the manager should communicate with the employees and should share their views so that employees can be satisfied and feel good in conducting the activities of the company. It is seen that company should use formal and informal communication that helps to the employees to gain the knowledge of the activities that will take place in the organization (Klonek, Lehmann-Willenbrock & Kauffeld, 2014).
The company should communicate with the employees through emails, face to face meetings and also by conducting meetings so that they can feel good and satisfied with the changes that are implemented in the company. It is seen that the company can help the employees to enhance their communication skills with the help of this method. So this method will help the company to boost the morale and confidence level which is one of the positive aspects that will be achieved by the company. The positive aspect which can be gained is related to the productivity and efficiency in the working pattern of the employees (Steigenberger, 2015).
The last method is related to engaging the employees in the process of decision making or should take advice from the employees so that they can conduct the activities in a proper manner. When the company is going to implement the change it is important to take advice from the employees so that they can feel good and resistance to change can be reduced (Williams, McWilliam & Lawrence, 2016).
If activities are implemented accord to the expectation level of the employees then it can be easy to accomplish the overall goals and objectives in an effective manner. The company should use this technique as it is helpful for both the employer and the employee in completing the activities of the company with dedication and efficiency (Thomas & Hardy, 2011). It can be evaluated that if this method is taken into consideration by the company then the number of the employees who resist the change can be reduced in a proper manner.
So, by analyzing the paper it is concluded that company should focus on the methods so that satisfaction level of the employees can be enhanced and also goals and objectives can be achieved effectively. The employees will not resist changing when their feedback is also taken and a process of communication is effective.
References
Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management journal, 58(1), 111-135.
Borman, W. C., & Motowidlo, S. J. (Eds.). (2014). Organizational citizenship behavior and contextual performance: A special issue of human performance. Psychology Press.
Erkama, N. (2010). Power and resistance in a multinational organization: Discursive struggles over organizational restructuring. Scandinavian Journal of Management, 26(2), 151-165.
Erwin, D. G., & Garman, A. N. (2010). Resistance to organizational change: linking research and practice. Leadership & Organization Development Journal, 31(1), 39-56.
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.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Jabri, M. (2012). Managing organizational change. Palgrave Macmillan.
Klonek, F. E., Lehmann-Willenbrock, N., & Kauffeld, S. (2014). Dynamics of resistance to change: a sequential analysis of change agents in action. Journal of change management, 14(3), 334-360.
Langley, A., Smallman, C., Tsoukas, H., & Van de Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), 1-13.
Steigenberger, N. (2015). Emotions in sensemaking: a change management perspective. Journal of Organizational Change Management, 28(3), 432-451.
Thomas, R., & Hardy, C. (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), 322-331.
Vakola, M. (2014). What’s in there for me? Individual readiness to change and the perceived impact of organizational change. Leadership & Organization Development Journal, 35(3), 195-209.
Williams, C., McWilliams, A. & Lawrence, R. (2016). MGMT3. (3rd ed.). Australia: Cengage Learning. pp. 290-400.
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