Overcoming Resistance to Change
Change is a process that is dynamic and keeps on
being applied within organizations. However, the major challenge facing the
application of change is resistance. There exist many reasons for which people
resist change and disrupt the processes and performance of the organization.
Fearing the unknown is a common reason people are opposed to change. Changes in
production and operations make people fear moving forward as they barely
understand the risks involved. In addition to this, when changes are
introduced, people feel they are incompetent on the basis of the new
requirements and they oppose the change. When the reason for the change is
unclear, people misunderstand its need for adoption and implementation
(Cummings & Worley, 2005). For example, since a majority of the employees
are not consulted to inculcate changes in the organization and the move is
usually a managerial process, they misunderstand its need and result in
opposing its introduction.
People in an organization are used to doing things
in a particular manner. The process of accomplishing activities in an
organization creates an organizational culture. It is through this culture that
people feel connected to the firm and built confidence and trust. When an
external force interferes with the operations of the individuals such as the
introduction of change, the most logical reaction is a reaction to the change.
People further feel undervalued when they have to relearn new approaches to
solving problems and implementing solutions (Coch & French, 1948). They are
more prone to feeling that the organization is undervaluing them, and this is a
primary cause of resistance. Furthermore, people evaluate the benefits and
rewards involved after the change. Where the merits do not surpass the trouble
of adopting the change, individuals will be opposed to the change as opposed to
blindly accepting the change to dictate their processes and performance.
The management must ensure that resistance to change
is curbed effectively to guarantee the success of the organization. One
approach to achieving this is through the formulation of an effective
communication channel. It is paramount to note that a majority of individuals
are opposed to change since they are not informed prior to the enactment and
adoption of the change. In this regard, the management should clarify the
change to be implemented and when it will be effective (Cummings & Worley,
2005). In addition, the communication should explain the aims of the change and
eliminate any misunderstanding that the employees may have regarding the
change. The Proper communication further enables the organization to define the
need for the change in moving the firm forward towards its strategic
objectives.
Employee participation in change formulation is
essential to ensuring that resistance is kept to a minimum and eventually
eradicated (Coch & French, 1948). The management should be ready to
incorporate the ideas and hear the grievances of employees from various
departments. Through inviting team members to participate in meetings that
formulate the change the needs of different departments may be addressed and
catered for in the change. Using this approach, a majority of employees will
feel that appreciated and as members of the organization involved in running
the daily activities of the firm. Where the people are involved, they have a
little tendency of opposing the same change that they proposed. Lastly, it is
essential to understand the cause of the resistance in order to formulate means
and policies to eliminate the resistance. For example, in some organization,
the resistance is an incitement from other co-workers who are opposed to the
management and feel they should be the people in leadership. If this are the
cause of the resistance, quick and stern actions need to be taken as such
individuals pose a threat to the development and performance of the business.
References
Coch,
L., & French, J. (1948). Overcoming Resistance to Change. Human Relations,
1(4), 512- 532. Doi:
10.1177/001872674800100408
Cummings,
T., & Worley, C. (2005). Organization development and change. Mason, Ohio: Thomson/South-Western.
1 comments:
It is great to realize that you will share your involvement in every day schedule time and bunches of individuals like this choice but you can get ultius for best work. As an author, you ought to deal with your time and compose the precise thing that individuals need. This is an extremely positive choice.
EmoticonEmoticon