Arguments Against Constant Pursuit Of Change

Many types of risk are created – risk to the project, to the organization, to the employees involved and to the individuals supporting the change.

Many people may resist change because they fear they will lose their jobs, status or position. It may be because they do not fully understand the purpose of change, or they may have a different perspective on the change than their management. “Individuals, groups, and organizations must be motivated to change. But if people perceive no performance gap or if they consider the gap unimportant, they will not have this motivation. Moreover, they will resist changes that others try to introduce,” Bateman and Zeithaml explained. Many times change for people at work

When employees are unwilling to accept change there is a strong possibility that they don’t understand the change or do not understand why it is being suggested or implemented. At this time is when communication is essential in letting the employees know what the changes are trying to accomplish and what their roles are during the change. As a manager it is crucial to have an understanding of the employees you oversee and to know what to expect when they are confused and concerned about procedural changes. The overall morale of the organization will be good if the employees are kept involved in both the planning and the implementation of any changes.

Changes are very critical to enhance organizational effectiveness. An organization needs to implement changes to stay productive, competitive as well as avoiding calamity in the case of aviation sector. Changes are the process of instilling new attitudes, values, norms and behaviors within an organization to support the way of doing work. However, the implementation of changes is a task that requires adequate planning and design since changes are not always welcome and could lead to individual's resistance to change. (Agboola,& Salawu,2011). The identification

Throughout the years the world has experience change. In the last five years we have seen drastic change within our country. In 2007 we elected our first African American as president. The technology world has change, almost every electronic we use now are touch screens. Everything outside of the work place has been adapting to change, but can the employees in the workplace adapting to change.

As we all know, change is inevitable and we cannot control the world changing around us, but what we can control is how we can deal with how the employees deal with change. Knowing and understanding the common cause why people is resistant to change gives you the chance to plan your strategy to address these factors.

Several instances exist where within an organization; changes take place regardless of the geographical position. These changes often encompass one or more individuals. In any case of a change taking place, people are likely to face abnormalities in their regular actions. A number of internal and external aspects also contribute much to this phenomenon as individuals resist change in their lives. Several instances exist where individuals portray resistance in terms of opposing change to them. This resistance in terms of change occurs because of lower tolerance level to change. This paper would take into account a number of significant aspects related to this resistance as far as change is concerned.

Change is particularly difficult if it is unexpected. It is far easier to accept change if an employee has time to digest the news and prepare to take action once the change has occur. Some of the concerns that worry employees may be address by creating clear goals and timelines that employee can easily follow. As well as addressing the chief objective “why are we changing?” Once these questions have been answer and employees buy in to them change will be easier and resistance will diminish (Strebel, 1996).

The organization must implement specific strategies to identify and resolve resistance to change. O Connor (1993) stated "In an organization, resistance is opposition or witholding of support for specific plans or ideas. It can either be intentional or unintentional, covert or overt" (p. 30). Employees will likely consider how change affects them personally and that may naturally cause some resistance. One of the most important things an organization can do to minimize resistance is to address these personal concerns. It is also important to identify any potential loss or gain that comes from implementing, or not implementing, the change initiative. Leaders

Changes are necessary for every organization in order to survive from strong competition, although changes always follow risks, organization must properly handle the existing institution, some employee’s resistance, or the uncertainty reduction. “Organizations pursue to enhance their competitive positions and their adaptability in volatile markets. At the same time, they seek the uncertainty reduction and inimitable resources that stability can provide” (Leana & Barry,

A lot of articles and research were done on why people resist changes and how managers can help employee to cope with these changes, some of these theories are

With change comes challenges and those challenges usually scared people and make them resistant to change. Change is uncomfortable to many people because it makes them feel vulnerable regarding being in control and uncertain about their future (Lussier, 2015). Change can interfere with people’s autonomy and lead people wondering and assuming the worst. The challenges change brings is not only for the employees but for management. Management has the challenge of trying to get the employees to buy-in to the changes and

It is the purpose of this paper to describe and discuss resistance to change as it relates to organizations today. I plan to utilize several scholarly references including the book “Managing Organizational Change” as written by Ian Palmer as this book provides insight into diverse aspect of change. I also plan to utilize Brian Palmers book Making Change Work as it looks at the human side of change management.

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case:

Acceptability to change: The changing social and industrial situations will require changes and improvements in the working of enterprises. Employees resist changes for fear of an adverse effect on their employment. When the employees are given various opportunities of development then they can easily adapt to new situation. Thus, motivation will ensure the acceptability of new changes by the employees.