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Why People Resist Change In Organizations

Describe the Report for Introduce To Change In Organization.

The oldest and strongest feeling of an individual was apprehension, and the oldest and strongest type of apprehension was terror of the unknown.

-H.P. Lovecraft

The above mentioned quotation states that although over 90 years have passed but still today the quote holds true when it comes to the workplace. Accepting, the most common reasons people object to change which grants them a chance in order to plan one’s strategy in order to tackle these issues.

It has always been stated that positive change was always acceptable and good in a workplace but it was wrong. Change has been considered to a constant parameter in every organization, but it has been seen that the workers of an organization were the only individuals who have been observed to become the number one enemy of such transformation. Although, there have been numerous other rationales for affirming that why the workers have cultured to defend against the change, but the crucial cause was the bad administration of change in the work place.

Change Management (CM) have been defined as any approach which was adopted in order to change the people, players and associations by utilizing techniques which were proposed to re- direct the utilization of assets, trade procedures, funds distribution, or other functions that appreciably restructure the organization or a corporation. Organizational Change Management (OCM) thinks about the whole corporation and what it desires to transform. OCM ethics and performances incorporate CM as an instrument for the alteration which center exclusively on a person (Daft, 2016).

But it has been seen that it was difficult for corporations to evade change, as new dreams encourage development for the organizations and their employees. Amendments take place for a variety of causes such as fresh personnel functions; augments or diminishes in endowment; attainment of fresh expertise. Dynamic changes could generate fresh chances, but were often met with disapproval from challenging people within the crowd.

Unfortunately, most of the workers would not reply to such changes with contentment and delight which was predictable, so organizations must necessitate to appreciate that there was going to be confrontation. But it has been observed that individuals choose constancy and ease over change in both their private and professional lives. Though, it was much simpler to exist within the ease of usual daily life, change occurs and would always going to be something that desires to be tackled. Over the past few years, change has become a custom in the world of trade; Corporations that could administer transform with ease would have the greater hand over their rivals.

Challenges With Communicating Change

In this essay the change in the management working hour and resistance to such change would be dealt below. Also, the issues which employees face regarding the change in working hours would be discussed with solutions for each issue. At last the conclusion of the essay would be made defining the significance of the change in the working hours which takes place in a workplace (Abdulhamid, 2011).

Even though change administration conclusions were in general made at the lower level, it was still very significant to bring the rest of the workers of the organization in to the change. Having workers who were divergent to what was going to be varying from the foundation was a chief impediment and one that desires to be covenant with cautiously in order to be flourishing with the change management.

Opposition could change itself apparently in many ways, from foot-dragging and apathy to insignificant damage to complete revolutions (Paycor, 2016).

The paramount apparatus for leaders of change was to appreciate the conventional, worldwide causes of confrontation in every circumstance and then plan around them (Lawrence, 1969).

Worker confrontation to change has been a multifaceted subject facing organization in the compound and ever-evolving association of present world. The procedure of change was omnipresent and worker resistance was a dangerously significant supplier to the breakdown of many well-intend and well-conceived hard works to commence change within the corporation.

Although leaders could not constantly make individuals feel contented with change, which would reduce distress. Diagnosing the causes of resistance was the initial step towards good answers. And reaction from resistors could even be cooperative in humanizing the procedure of attaining receipt for change (Adenle, 2011).

In observance, there were some of the causes defining why individuals resist change in the workplace such as:

In the setting up of a corporation, any procedure, or product change would consist of reformation, operational work conducted in an intelligent way would result in loss of job. All these means that the organization and directors would oppose the change that upshot in their functions being eradicated or decreased by which people who have lost their interest in the Job.

It has been suggested that the workers who experience a high degree of job satisfaction were better able to weather periods of change. So, the people need change in the organization which should take place twice a year and all the points which an employee’s need should be heard and changes which could be made should be made (Knoll, 2016).

Overcoming Employee Resistance

As, it has been seen that a sad worker would be observed as just other frustrated person in a long record of objections. Therefore, changes should be made which would prevail for a long time and should not be made for a small period of time (Brown, 2016).

The manner in which the higher authorities of an organization converse the change in any procedure to the workers was a risky issue in shaping their responses.

So, it has been suggested that if any news or any change have to be implemented in an organization from someday then it should be communicated to its workers in a proper manner by a proper channel with reasons for the same (Tanner, 2016). As, if the workers do not understand the need for such change which was conversed by the authorities to its employees.

 As the changes which were ordered with little or no conversation were considered to be poorly received. So, there must be effective and efficient communication by the authorities to its workers. Therefore, the changes were not acceptable by the workers sometimes when they were communicated by the authorities in a hurry to be implemented from the very time when it was stated (Brookins, 2016).

When workers were being ordered to change the manner in which they function may make the workers feel immobilized and mystified (Heerwagen, 2016).

So, a familiar routine must be request by the workers to be followed in an organization which would assist them in inculcating wisdom of control over their work environment in which they were working. As the workers only entail a change or execute a change when they believe that they have some type of power which was ruling over them.

So, the organization must keep the communication gateway open for all the employees and ask them to help and contribute in the changes, which would then assist them to have a sense of control during different era of change and should not make minor changes again and again rather it should make a single change which would prevail for a longer time (Chaudhary, Luss, & Shriram, 2015).

Lack of competence was a cause why workers resist these changes in the organization as it was also fear which prevail among the workers which they do not admit openly.

So, it has been suggested that the organization should make changes in the skills when it requires them to take place, and but sometimes certain individuals would feel that they were not able to make the transition well. Therefore, the authorities should appraise all the employees for the work which each them do or should appreciate the person in private so that the other person would not feel bad.

Conclusion

Poor timing in the organization was another reason why workers need change at the place of work.

It should be stated that the authorities should either make the timing flexible for all the workers i.e. they could come whenever they want to but should go at the same time. Or should grant benefit to whom who come on time and penalize the workers who comes late to the work place (Alballaa  & Al-Mudimigh, 2011).

As, the person who comes from a nearby place and the person who comes from a far place if both of them comes on time the they should be praised and some other employees comes late then they should be penalized. As it was then stated that the timing as poor and there was not change, as a result of which the changes which were sometimes made by the organization do not help all the  employees but only assist some of them.

Therefore, at the end it was stated that the resistance to changes should be made only if there was an urgent need for the changes and they should prevail for a longer period of time rather being implemented for a smaller time period. Because it ultimately hamper the workers of an organization so all the above mentioned point should be kept in mind and the changes should made for the benefit for the community at large.

References

Abdulhamid, A.M.S. (2011). The Effect of personal characteristics and functional to resist change ( A field study on workers in some institutions Saudi Arabia). Interdisciplinary Journal of Contemporary Research in Business, 3(8).

Adenle, C. (2011). 12 Reasons Why Employees Resist Change in the Workplace. Retrieved on 26th November, 2016 from: https://catherinescareercorner.com/2011/07/26/12-reasons-why-employees-resist-change-in-the-workplace/

Alballaa, H., & Al-Mudimigh, A.S. (2011). Change Management Strategies for Effective Enterprise Resource Planning Systems: A Case Study of a Saudi Company. International Journal of Computer Applications, 17(2).

Brookins, M. (2016). What Causes Resistance to Change in an Organization?. Retrieved on 26th November, 2016 from: https://smallbusiness.chron.com/causes-resistance-change-organization-347.html

Brown, G. (2016). Resistance to Change in an Organization's Structure & Culture. Retrieved on 26th November, 2016 from: https://smallbusiness.chron.com/resistance-change-organizations-structure-culture-16622.html

Chaudhary, K., Luss, R., & Shriram, U. (2015). The Human Factor: How Employee Attitudes Toward Change Affect Change Management. Retrieved on 26th November, 2016 from: https://www.towerswatson.com/en/Insights/Newsletters/Americas/Insider/2015/06/how-employee-attitudes-toward-change-affect-change-management

Daft, R.L. (2016). The Leadership Experience. Thomson South-Western, 4th ed.

Heerwagen, J. (2016). The Changing Nature of Organizations, Work, And Workplace. Retrieved on 26th November, 2016 from: https://www.wbdg.org/resources/changing-nature-organizations-work-and-workplace

Knoll. (2016). Communicating Workplace Change. Retrieved on 26th November, 2016 from: https://www.knoll.com/knollnewsdetail/communicating-workplace-change

Lawrence, P.R. (1969). How to Deal with resistance to Change. Retrieved on 26th November, 2016 from: https://hbr.org/1969/01/how-to-deal-with-resistance-to-change

Paycor. (2016). Overcoming Employee Resistance to Change in the Workplace. Retrieved on 26th November, 2016 from: https://www.paycor.com/resource-center/change-management-in-the-workplace-why-do-employees-resist-it

Tanner, R. (2016). Organizational Change: 8 Reasons Why People Resist Change. Retrieved on 26th November, 2016 from: https://managementisajourney.com/organizational-change-8-reasons-why-people-resist-change/

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