Resistance to Change and Resolutions Essay

In today’s society companies are finding that it is more demanding that they make changes in certain departments or in the entire company. May managers are faced with the question, “How do I make successful changes?” Another issue company’s face is the resistance to changes by employees. How can a company reduce the resistance from employees? What role do human

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Due to the average tenure of the employees in the sales organization being high, the organization is often faced with employee resistance to change. Employees are dispersed throughout a large geographic area, where many face unique cultural, regional, and economic differences while working through their daily routine. In order for the sales department’s leadership to gain buy-in to every trivial new method of operation, the sales managers are designated to redundantly present and sell

Fortunately, it has been established (Bateman and Zeithaml), some steps can help managers to overcome resistance changes in organization. One of demonstrated methods is communication and education. According to (Elving, 2005, cited in DiFonzo and Bordia, 1998; Lewis and Seibold, 1998; Schweiger and Denisi, 1991), “communication is vital to the effective implementation of organizational change”. Therefore, workforces should understand about processing change in company before organization announcing the changes through commercial reports, meeting or individual discussions. Then, employees will be became a part of overcome resistance by participating in activities during the period of organization change such as design and implementation. Another solution to against organization change is through assistance and encouragement. For example, during phases of change, employees will be ensured that they will be provided the resources help them make the change. Besides that, (Managing Change and Transition) the managers also support employee’s efforts and listen to their troubles as well as accept initial their

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

Think back to the first day of any class one was allowed to choose the seating of their choice. The second day, everyone decides to sit in the same seating as the previous day. The third day comes along and as one walks into the class room, one notices that someone is sitting in their seat. The sensation of being thrown off balance takes over along with being uncomfortable for the remainder of the day. The following questions then arise: “why does this phenomenon occur?” Yukl states “Resistance to change is a common phenomenon for individuals and organizations (Yuki, 285).” Let’s now turn our attention at the case study that was presented by Almah J. Joseph “Dilemma at the Public Service Department.” Being placed into a high political

ABC Supplies has recently reinvented companywide marketing tactics, after a decrease in sales in the southern region revealed a need for updating and improvement within organizational sales tactics. Utilizing the Deming cycle has allowed for successful vetting of sales tactics used by ABC Supplies, and the time has come to implement a new method of tracking sales, in order to accurately align marketing efforts with sales results. This change will require implementing new processes, which have been determined by upper management. At this time it is necessary make a plan for implementing the chosen processes, and managing the impact of the change within the organization. It will be essential that organizational leaders understand the type of change being implemented, select a change model as a framework in order to apply beneficial structure to the change process, and make a plan for dealing with the resistance that often comes with organizational change. Taking these steps will provide necessary strength to the organization in the midst of change, and allow for growth within the context of the change environment.

It is a well-known organizational fact that change is not always received well by the employees. In most scenarios, resistance is experienced. Among one of the most

People resist change because they fear its unknown consequences. How will the change affect them, their job performance, their relationships with other employees or with customers? How will it affect their earnings? One of the most effective steps in reducing resistance to change is to establish throughout the organization a shared understanding that a change is needed. Thus, before launching a new set of tools or a new method of working, managers should communicate clearly why the change is needed.

For most, resistance to change inevitable, for some it is their personality and others it is fear of the unknown. Organizational structure may change through downsizing, outsourcing, acquisitions, or mergers. In this paper, I will be examining resistance to change during a merger and how to manage this type of stressful and many times unclear change in an organization. There are three key strategies for managing resistance to change; communication, participation, and empathy and support. Throughout this paper I will discuss the three strategies above as well as some other contributing factors to change in an organization.

Change is often resisted at both the individual and organizational levels despite the potential for positive outcomes. The reasons for this are varied and the process of identifying them can be difficult. Robbins and Judge note that most organizations have developed practices and procedures over an extended period and being based on behaviors to which employees are strongly committed are by and large stable.

In an organization customer support, finance, accounting, sales, marketing, and operations are some of the different divisions that many businesses consist of. In this report it will display the proposal modifications that will affect the sales division at the Kudler’s Fine Foods organization. The purpose of this report is to examine the structure and operation of the sales department at Kudler’s Fine Foods and obtain the authorization to implement a certain types of changes which will help the sales department operate more effectively. The first area of this report will explain why a change is required and how the proposed changes will benefit the organization. Then, this report will examine the four areas of change management and how each area’s purpose relates to the problems faced by the company. After that, the report will provide a summary of how company management will use the projected changes to make adjustments in the work environment. Lastly, this report will support the change proposals position by demonstrating information regarding the company’s expected return on investment

Another issue which will see the new process not being utilized is the issue which finds employees not converting to the new process as the old process is more convenient. The best course of action to alleviate this risk is to ensure the employees maintain a “buy in”. This means that the employee understands the value of the process and sees how it benefits them. This can be done by holding a meeting which discusses

Planned changes in organizations occur either to address recognized weaknesses in the organization or to accommodate new strategies of the organization. In some cases, the status quo organizational environment is so intolerable that revolutionary change is needed to quickly move to the new desired end state (Blake & Mouton, 1970, p. 30). Revolutionary change can have dramatic negative impacts on the organization and its members leading to resistance, resentment and sabotage (p. 31). According to Kotter, successful change includes an accepted vision that defines the path the organization’s leaders follow in support of the new strategy (Kotter, 1995, p. 63).