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Factors Related to Change

Discuss About The Emotions In Sensemaking Change Management?

Change management in the organization is one of the processes that focus on managing the change.  The change management is concerned with the change in culture, structure and the process of business.  At the time of change management, it is seen that the focus is seen on human resources of the organization.  In the present scenario, it is evaluated that responsibilities are considered by the managers or the leaders of the organization. The responsibilities are considered by the leaders so that the activities of the organization can be conducted smoothly.  The systematic method helps the manager to conduct the activities so that the benefits related to organizational change can be attained (Jabri, 2012).

Changes in the organization are considered by the managers so that the knowledge can be enhanced and also new skills can be achieved by the employees.  It is analyzed that when organizational change is implemented in the organization then there are various problems faced by the organization.  When employees resist change then it is difficult for the company to implement the strategies. 

This paper will focus on the ethical implications and how the decision of the leader is affected. Change is related to increase the potential of the company so that the competition level can be minimized. Organizational change is essential for the company as it assists the employees to increase the performance and productivity level of the organization (Kossek, Hammer, Kelly, and Moen, 2014).  It also assists to accomplish the overall goals and objectives of the company.  Organizational change can be divided into two parts like evolutionary and transformational.  Evolutionary change is concerned to the small level change that focuses on increasing the work of the company. Transformational changes are fundamental and take into consideration the operations of the company (Erwin and Garman, 2010).

The factors related to change are driving force and restrain the force.  In driving force the organization conducts the activities in a new direction and in restraining the force the company prevents the changes.  These factors give direct influences on the change policies and the leaders also focuses on the factors so that the change can be implemented effectively.  Flip kart tries to adopt latest technologies so that the success can be attained instead of giving focus on long-term plans.  The benefits achieved by the organization are just because of the strategies adopted by the company.  Strategies related to change assists to increase the involvement of the employees so that the performance can be increased and also effective strategies can be enhanced. It offers the company to survive in the competitive environment (Hogg and Terry, 2014).

Why Workers Resist Change

The issue related to employee resistance is considered by the managers so that the strategies can be implemented effectively. In the present situation, companies have applied many policies by analyzing the condition of the market. It is analyzed that the company makes modifications in their policies by studying the actual condition so that the competition level can be minimized in an effective manner.  At the time of implementation of the policies, the company faces issues related to communication and employee engagement.  To implement the change policies it is important to consider the employee resistance as it arises in every organization.

Hamidianpour, Esmaeilpour, and Zarei (2016) state that the responsibility of the leader is to manage the change program in an effective manner so that the activities of the organization can be conducted smoothly.  There are many issues that give effect on the resistance of the employees.  It is concerned with the directors so that accurate steps can be considered. Example: Workers of the company resist the organization change as it can give the outcome in closure of the jobs. Organization considers innovative approaches so that the human resource management of the company can be managed.  It is concerned with ineffective communication that increases the resistance of employees as the worker does not have proper information of the policies that creates fear in them.  When the organizational change is implemented many employees are there who lack competence. Many times it is tough for the workers to attain skills and also they fear from the change implemented in the organization. Employee resistance arises just because of insufficient rewards and incentives given to the employees.

 If the company does not provide incentives then the motivation level of the employees goes down. Proper support is also important at the time of applying the change policies. It is analyzed that if assistance is not given to the workers then it can increase resistance of employees because the employee requires comfort zone to conduct the activities (Langley, Smallman, Tsoukas and Van de Ven, 2013).

The resistance of employees arises just because of politics that takes place in the workplace. When politics arises in the workplace then employee's motivation level goes down.  These all are the factors that increase the employee resistance at the time of implementing change in the organization. There are various drivers who resist change at the time of introducing the mobile application (Barrick, Thurgood, Smith, and Courtright, 2015).

Behavioral Impact of Employee's Resistance

The factors that influence employee resistance are emotions and attitude. It is analyzed that the change that is implemented in the organization should be according to the workers who are conducting their activities in the organization. Managers of the organization have to face the issue of cognition when the changes are implemented in the organization. At the time of implementation of change it is evaluated that many workers are not able to work efficiently and are not able to adopt the strategies connected with the change.  These factors give negative impact on the productivity and performance of the employees.  Trust is also the major issue that arises between the employees of the organization. If the change is not adopted efficiently then trust cannot be maintained between the employees of the organization (Pinder, 2014).

To deal with power resistance it is seen that top management ensures that the activities can be operated in an ethical manner.  The manager of the organization faces various ethical issues when the organizational change is implemented.  There are many factors like the culture of the organization and politics in the workplace that affect the process of change management in the organization.  The organizational change is unethical when the employees do not offer benefits in the organizational change (Thomas and Hardy, 2011).

Ethical implications take into consideration the workers; teamwork that give effect on the change policies of the organization. It is important for the leaders to analyze the change policies so that the interest of the stakeholders can be maintained.  The leaders who are politically influenced and the policies related to change is implemented then it is considered as unethical (Erkama, 2010).   The managers of the organization have to evaluate the pressure of politics so that the programs of change can be applied in the organization effectively.  The change of change has a relation and is based on the relation of the top and middle-level employees.  The workers who are subordinates are not counted in the change that makes them resist policies (Burr, 2015).

 There are various ethical dilemmas that enhance the value of change programs like many conflicts and unnecessary use of the data.  Transparency and lack of communication also increase employee's resistance which makes conflicts at the time of implementing the policies related to change (Steigenberger, 2015).

It is seen that when the workers of the organization are resistance then there are various changes that help to promote the value in the organization. It is analyzed that top management has all the right to implement that strategy related to change. Managers and employees have to struggle so that positive outcome can be attained and power resistance relationship can be considered. When the organizational change is implemented then the leader's analyzes the power driven resistance of the employees so that positive outcome can be attained (Fleming and Spicer, 2007).

Ethical Implications and How Resistance Can Be Considered

In the present situation, it is evaluated that there are employees who have given the theory that there is no connection of power without the resistance.  The new changes are implemented in the companies so that the employee's concern towards the work can be maintained. Power and resistance have a link so that the operations of the company can be conducted smoothly and can be influenced.  Politics and power give influence to every segment of the organization as it is evaluated that employees have different taste and also take into consideration the interest of power (Walizer, 2017).

The leaders of the company should focus on providing data to the workers so that the policies related to change can be taken by the workers who are working in the organization. The managers of the organization should introduce the change.  The problem of resistance and power relation can be reduced by increasing the employee's involvement to the change policies. At the time of formulating the policies related to change it is evaluated that managers should consider the interest of every shareholder so that the policies can be conducted.

It is essential for the leaders to apply the program related to change so that targets can be accomplished. Foucauldian approach focuses on making good relations so that proper communication can be created between the employees.  If there is proper communication then the resistance of the employees can also be reduced.  At the time of implementing change, it is seen that ethics plays a great role so that the stakeholders and company relationship can be maintained.  Proper planning should also be there for the organization so that the employee's resistance can be reduced effectively (O'Ferrell, 2008).

It is important that managers should create a positive organizational culture that helps to promote the change program.  If effective culture is there in the organization then it will reduce employee's resistance because through this transparency in the activities can be maintained.  Managers should also act in an ethical manner at the time of applying the policies of the company.  Ethical behavior of the workers takes into consideration proper communication, workplace respect, and easy policies. The organizations should also create a proper code of ethics so that the change programs can be implemented in a smooth manner.  If proper codes of ethics are followed in the organization then it will reduce the employee resistance and help to boost their morale to conduct the activities (Borman and Motowidlo, 2014).

Conclusion

 So it is analyzed that resistance of employees is the major issue. There are elements that help to increase the resistance to fear of future and lack of programs related to rewards.  The leaders should also consider ethical problems at the time of implementing ethical issues.  The managers should give emphasis on implementing the change policies like proper communication channels and also create a positive environment.

 Managers should emphasis on considering the effective change programs so that the workers can increase the productivity and also the effectiveness can be enhanced.  The future development can also take place if the policies are implemented in an effective manner and also in a planned manner.

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.

Burr, V. (2015). Social constructionism. Routledge.

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.

Fleming, P., & Spicer, A. (2007). Contesting the corporation: Struggle, power and resistance in organizations. Cambridge University Press.

Hamidianpour, F., Esmaeilpour, M., & Zarei, R. (2016). The Effects of Cultural Intelligence and Transformational Leadership Style of Managers on Employee Resistance to Change. Mediterranean Journal of Social Sciences, 7(5), 84.

Hogg, M. A., & Terry, D. J. (Eds.). (2014). Social identity processes in organizational contexts. Psychology Press.

Jabri, M. (2012). Managing organizational change. Palgrave Macmillan.

Kossek, E. E., Hammer, L. B., Kelly, E. L., & Moen, P. (2014). Designing work, family & health organizational change initiatives. Organizational dynamics, 43(1), 53.

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.

O’Ferrell, C. (2008). Foucault on power and resistance. Retrieved from https://inputs.wordpress.com/2008/12/03/foucault-quote-for-december-2008/

Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.

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.

Walizer, C. E. (2017). Perceptions of Organizational Change Among Minority Owners of Small Businesses (Doctoral dissertation, Walden University).

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