country
$20 Bonus + 25% OFF
Securing Higher Grades Costing Your Pocket? Book Your Assignment at The Lowest Price Now!

Resistance To Change In An Organisation: Implication

tag 0 Download11 Pages / 2,599 Words tag Add in library Click this icon and make it bookmark in your library to refer it later. GOT IT

Question:

Discuss about the Resistance to Change in an Organisation for Implication.

 

Answer:

Introduction

The global business is changing fast because of the fast changing technology and the process of globalisation. Under this constant changing environment the business also needs to change their business and other process. The organisations face problem at the time of change process in the organisation. Here the problem is not the change process but the resistance to change (Erwin & Garman, 2010). The resistance to change appears in the organisation because of the employees or the group of employees in the organisation. They perceive the change process as a threat to their current position. In this current assay different factor of the change resistance, employee position, manager’s perception and strategy, ethical dynamic and implication of all of these would be appropriately evaluated for the development of appropriate conclusion.  In the essay the change management process of ‘Mobil Oil Australia Limited’ would be used as an example. The change process is done to improve profit focus, main business focus and customer focus (researchgate, 2001).  The organisation populated the position in the organisation from the above positions to dowered positions in the change proces.

 

Employee and resistance to change

The change management process has different reasons and dimension from the employee perspective and those needs to be understood properly for developing effective plan for change management process.  One of the significant reasons is the needs of the employee. Individual needs are some of the important motivational factor for any action. The employee perceives the current situation safe as it satisfies their needs effectively and any change to that can be cause of discomfort (Fernandez & Rainey, 2006). The current position of the employee in the organisation is built by him or her over a long period of time with significant effort. This current position provides certain power to the employee in the organisation. In the change process that position comes under uncertainty and develops resistance.  Along with the organisational goal every employee has some individual goals. Missing out on their personal goal would make the employee disappointed and hence less participative in the process. Another important fact is the uncertainty in the process (Furst & Cable, 2008). The uncertainty influences the risk-averse behaviour.  Along with the uncertainty the lack of understanding of the personal return in the process combines the resistance and it grows strong (Erwin & Garman, 2010). The process began to look painful to the employee of the organisation. Sometime the previous mistrustful situation influences these fears further in the mind of the employee.

The change process needs certain skill set from the employee to become successful. The lack of competency from the employee side creates the fear of failure and that combines with the fear of uncertainty (Fi Vakola et al., 2007). Under such uncertain situation the clear communication about the change process from the company side helps. When the organisation does not maintain a steady communication to address the entire question in the mind of the employee, it compounds the problem. The decision making process in the change management process may have the participation of the employee actively but when the change process is forced on the employee, they feel the lack of consultation and the resistance grows further (Fernandez & Rainey, 2006). When the employees are consulted in the decision making, the employee develops stakes in the decisions and they better follow them.

In case of ‘Mobil Oil Australia Limited’ reengineering of the organisational structure means that all of the people would be reemployed in the organisation as per the positional demand. At the end of the process many people got redundant. Now that is enough to create a situation of panic among the employee and create resistance.

 

Managers’ perspective in the resistance to change

The resistance in the change process is almost inevitable. In that context the managers’ perception to the change and its resistance becomes important to management the process. In that context certain set of belief from the managers’ side becomes creates additional problem for the situation. There is a belief system in the managers that the change process which goes through less resistance is beneficial (Pieterse et al., 2012). The consideration goes one step further and form inimical relation with the resistance process in the change management process. So they try hard to win this enemy with some strong action. But different literature in this field do not support this view, rather they found out that the resistance to the change process some utility of its own. So a negative approach, suppression or diversion of this problem is not an effective approach.

There are many reason of demonising this change process by the managers. One of the significant reasons is the lack of control and power in the situation.  The change management process is also an uncertain situation for the managers also. They plan properly to manage that risk of uncertainty but the resistance to the change process creates problem in their plan (Bareil, 2013). They feel lack of power and authority under such position. This is also a problem of perspective. The uncertainty and risk factor is so overwhelming that the managers are not able to see the change process from the perspective of the employees. So it remains as battle like situation for them. There is always a scarcity of resource in the organisation. Under the changing situation there must be more such scarcity and adverse situation which influenced the process for change (Fi Vakola et al., 2007). In the change process the managers have much more responsibility and higher risk factor as they are at the upper scale in the organisation. Under such situation when the employee resist the change process it becomes too much stressful for the managers to manage the situation. The lack of skill could also be true for the managers in the change process (Pieterse et al., 2012). So in that situation a minimum resistance from the employee side would create greater difficulty for the managers to manage the change process and stay in the plan. The resistance is also demonised as the failure of the process could cost the job of the manager.

In ‘Mobil Oil Australia Limited’ lot of managerial position also got redundant. The vacancy was filed up from the level 2 and 3 to the downward levels of 5 (researchgate, 2001).  So there is a basis insecure position of managers.

 

Change management resistance’s relation to the organisational power structure

The decision to change comes from the top management of the organisation. Under the influence of the adverse business results the shift in strategy occurs in the organisation (Bareil, 2013). In this situation the managers or the agents of change feel the necessity and urgency of the change. Under such situation the strategy is decided by the top managers and the instructions flows from the top to down state. The hierarchical system in the organisation is the source of power. To make the process successful and achieve the goals of the organisation a strict planning is done for the process. The implementation of the plan is also done through strong control process (Oreg, 2006). Organisational change process with this power structure provides little scope of active participation from the employee side and creates strong resistance.

The power also influenced by the level of expertise. The top management or leadership of the company depends on the expert advice for the change process. Here the knowledge and expertise of these technical people in the change process provides some power to them (Furst & Cable, 2008). Enforcement of this creates some problem in the change management process as there is lack of consideration of political cultural dynamics in the organisation (Fiss & Zajac, 2006). Individual power comes because of many factors in the organisation. Some of the factors are expertise, role or position based legitimate power, personal characteristic and trait based power, association with the influential people. A better approach from the change agents’ side would be to realign them with the individual power structure in the organisation to make the change process smooth. The change agents like the important managers use different sources of power for example the information control, expertise level, political, support of an influential group for the change process (Furst & Cable, 2008). All of these power sources would create the problem of improper communication, low trust factor, confusion, and fear in the mind of general employees and that would create the resistance for the process of change.

Except the top management the total employee class in ‘Mobil Oil Australia Limited’ would have some insecurity in the process and here power and politics would get prominent place in the change process.

 

Ethical issues concerned with the organisational power and change resistance

The use of power for the change process of organisation is narrowly focused. Often here the individualistic approach is also followed. In combination the whole thing becomes unethical for the larger participant in the change process. The leader of the organisation has the responsibility to include all the participant of the change process (Oreg, 2006). Everyone has the stake in the process. The change process would impact everyone in the organisation. Some time the use of power would violet the right of the individual in the organisation (Furst & Cable, 2008). Like at the time of change process some people may loos their job without providing adequate chance to them to readjust to the situation. The use of dirty politics for influencing power in the change process would also be an unethical approach. All of these situations would increase the resistance in the process. Not recognising the resistance would also be considered lack of ethics.

Under this situation the model of Kurt Lewin would be best to facilitate the change process in an ethical manner. Kurt Lewin propagated the process of learning for the change process. His view was that the knowledge and skill would help the participant to accept the change with less conflict in the situation. Better knowledge would influence them to join the change process under their own volition. Kurt Lewin did considerable research and came up with a plan for the change process (Kaminski, 2011). The plan comprises of four different elements. The elements are the group dynamics approach, field theory, the action research approach and the change process through the three step model. Along with all these elements additional three principle were identified by him for the ethical and smooth change process. First principle is to facilitate the non manipulative decision making by the entire participant. Second principle is the use of the group dynamics or the field theory to develop the neutral type of facilitator to motivate them for the change process (Kaminski, 2011). In the third principle the self evaluation is asked through the three step model and the action research for the change process.

Implication of resistance and managerial effort on the program of change management

The managerial position and the change resistance are in opposite side.  In most of the cases the managerial unfavourable view of the resistance influence them to take up some power based unethical approach. These approaches would influence the resistance further in the organisation (Palmer et al., 2009). On the other hand if the resistance are not viewed in negative way then those can be used for the betterment of the process. First of all the change process is always seen as a good approach to betterment of the organisation. But this view could have some faulty assumption and the resistance can help the organisation to revaluate the change process. The external forces of the business force them to change in the market. The resistance from the business internal stakeholders stabilises the force internally and the business can improve and consolidate the process of change (Thomas & Hardy, 2011). Without any resistance the change process becomes normal and no creative or innovative process can get included in the process. Ignoring or suppressing the resistance process by the managers would result in an inefficient change process in the organisation.

In ‘Mobil Oil Australia Limited’ the staffing process was done gradually and it took around 3 month time (researchgate, 2001). The redundancies were properly addressed in the process. Some time the people were offered lower position because of the competency level but given the same pay scale. A proper care helped the business go through the process effectively. At the end the process improved profitability and the ROCE improved from 2% to 7%.

Conclusion

The evaluation of the resistance process has given several insights to the problem. The perception of the manager and the employee are different in the change process but both of them are influenced by the same type of fear and uncertainty. The employees use the process of resistance from their position and the managers uses the power structure to influence the change process in the organisation (Palmer et al., 2009). Amidst of all of these the ethical consideration is important for the process of change. An unethical approach would create lot more conflict in the process. Here the Kurt Lewin’s model of change process would help to eliminate resistance from the process. Facilitating the learning process in the change management would help the participant to accept the change process and the organisation would be able to complete the process ethically. From this discussion it is clear that the managers demonise the resistance because of the person insecurity, influence of power. The use of power structure to force the change process would create some unethical consequence for the other stakeholders and hence the resistance would grow further (Thomas & Hardy, 2011). On the other hand if the resistance is used a positive factor for change then it would further help the organisation to back check the process, make it more efficient and stabilise the external temptation of the process.

 

Reference

Bareil, C. (2013). Two Paradigms about Resistance to Change. Organization Development Journal, 31(3).

Erwin, D. G., & Garman, A. N. (2010). Resistance to organizational change: linking research and practice. Leadership & Organization Development Journal, 31(1), 39-56.

Fernandez, S., & Rainey, H. G. (2006). Managing successful organizational change in the public sector. Public administration review, 66(2), 168-176.

Fiss, P. C., an& d Zajac, E. J. (2006). The symbolic management of strategic change: Sensegiving via framing and decoupling. Academy of Management Journal, 49(6), 1173-1193.

Furst, S. A., & Cable, D. M. (2008). Employee resistance to organizational change: managerial influence tactics and leader-member exchange. Journal of Applied Psychology, 93(2), 453.

Furst, S. A., an& d Cable, D. M. (2008). Employee resistance to organizational change: managerial influence tactics and leader-member exchange. Journal of Applied Psychology, 93(2), 453.

Kaminski, J. (2011). Theory applied to informatics-Lewin’s change theory. Canadian Journal of Nursing Informatics, 6(1), 1-4.

Oreg, S. (2006). Personality, context, and resistance to organizational change. European journal of work and organizational psychology, 15(1), 73-101.

Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin.

Pieterse, J. H., Caniëls, M. C., & Homan, T. (2012). Professional discourses and resistance to change. Journal of Organizational Change Management, 25(6), 798-818.

researchgate. (2001). Change Management at Mobil Oil Australia.. [online] Available at: https://www.researchgate.net/publication/221177155_Change_Management_at_Mobil_Oil_Australia [Accessed 9 Oct. 2017].

Thomas, R., & Hardy, C. (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), 322-331.

Vakola, M., Eric Soderquist, K., and Prastacos, G. P. (2007). Competency management in support of organisational change. International Journal of Manpower, 28(3/4), 260

Download Sample

Get 100% money back after download, simply upload your unique content* of similar no. of pages or more. We verify your content and once successfully verified 100% value credited to your wallet within 7 days.

Upload Unique Document

Document Under Evaluation

Get Credits into Your Wallet

*The content must not be available online or in our existing Database to qualify as unique.

Cite This Work

To export a reference to this article please select a referencing stye below:

My Assignment Help. (2018). Resistance To Change In An Organisation: Implication. Retrieved from https://myassignmenthelp.com/free-samples/resistance-to-change-in-an-organisation-implication.

"Resistance To Change In An Organisation: Implication." My Assignment Help, 2018, https://myassignmenthelp.com/free-samples/resistance-to-change-in-an-organisation-implication.

My Assignment Help (2018) Resistance To Change In An Organisation: Implication [Online]. Available from: https://myassignmenthelp.com/free-samples/resistance-to-change-in-an-organisation-implication
[Accessed 16 July 2020].

My Assignment Help. 'Resistance To Change In An Organisation: Implication' (My Assignment Help, 2018) <https://myassignmenthelp.com/free-samples/resistance-to-change-in-an-organisation-implication> accessed 16 July 2020.

My Assignment Help. Resistance To Change In An Organisation: Implication [Internet]. My Assignment Help. 2018 [cited 16 July 2020]. Available from: https://myassignmenthelp.com/free-samples/resistance-to-change-in-an-organisation-implication.


With time, MyAssignmenthelp.com has become one of the best college essay writing services. Our all rounded services give students the confidence to overcome assignment related issues. Our services are fast enough to meet most urgent deadlines. We are capable of delivering fast essay writing services with the help of our specially designed provisions and writers' teams. Our urgent essay help services guarantee most rapid delivery of assignment solutions. Some of our most popular essay services are application essay help, exploratory essay help, literary review essay help and argumentative essay help.

Latest Management Samples

AIR747 Contemporary International Politics

Download : 0 | Pages : 14

Answer: What is nationalism, and how, if at all, does it differ across the world? Introduction The subject of nationalism has recently been seen on the rise among the scholar groups due to its popular emergence around the globe where it shows the practice and implementation of the core ideology and the various derivatives. Nationalism, as the political ideology, has been considered to be a dying concept time and again in history. However, it h...

Read More arrow Tags: Australia Contemporary international politics Deakin university 

HAT201 Introduction To Hospitality And Tourism01

Download : 0 | Pages : 3
  • Course Code: HAT201
  • University: Kaplan University
  • Country: United States

Answer: Tourism in Nha Trang Nha Trang is counted in the list of most famous spots of tourist placed in Vietnam country. It is known to be located along the lines of the coast and comprises various sea animals as well as marine life (4). It is one of the eldest settlements of human in Vietnam and is also known as the spot of scuba diving in the country. Nha Trang City is sunny all year round, with an average temperature of 23°C due to north...

Read More arrow

COM10003: Learning And Communica!ng Online

Download : 0 | Pages : 8

Answer: Introduction My son is 19 years old and he is suffering from Autism. I am exploring the various opportunities that would allow my son to live a better life. This course is all about the future work environment and it helps us to be ready to face the future without much difficulty. As a fresher, it is very difficult to find an opportunity and then prove the capability. This course will make me feel confident and this confidence would i...

Read More arrow

COIT20261 Network Routing And Switching2

Download : 0 | Pages : 3
  • Course Code: COIT20261
  • University: Central Queensland University
  • Country: Australia

Answer: c) It is not possible to create another subnet for assigning more 1024 address to the network address 138.77.216.0 /24. For the /24 subnet 254 maximum number of hosts can be accommodated and among them 128 number of IP address are allocated to the six different subnet. There are 126 number of IP address remaining that is insufficient because the requirement is 1024 addresses. 1 Question 3: (4 marks) 4 ...

Read More arrow

BSL 4080 Innovation In Business Leadership For Identity And Foundation

Download : 0 | Pages : 3

Answer: Ways Innovative Business Leaders can Encourage Innovative Work Behavior The Centre for Creative Leadership states that creative work atmospheres is directly associated with the behavior of the organizational leaders and therefore, it is necessary that innovative leaders act in a certain way so as to support and promote organizational innovation among the employees. Here is how that can be done: Establishment of an Identity and Founda...

Read More arrow
Next
watch

Save Time & improve Grade

Just share Requriment and get customize Solution.

question
We will use e-mail only for:

arrow Communication regarding your orders

arrow To send you invoices, and other billing info

arrow To provide you with information of offers and other benefits

1,362,932

Orders

4.9/5

Overall Rating

5,082

Experts

Our Amazing Features

delivery

On Time Delivery

Our writers make sure that all orders are submitted, prior to the deadline.

work

Plagiarism Free Work

Using reliable plagiarism detection software, Turnitin.com.We only provide customized 100 percent original papers.

time

24 X 7 Live Help

Feel free to contact our assignment writing services any time via phone, email or live chat.

subject

Services For All Subjects

Our writers can provide you professional writing assistance on any subject at any level.

price

Best Price Guarantee

Our best price guarantee ensures that the features we offer cannot be matched by any of the competitors.

Our Experts

Assignment writing guide
student rating student rating student rating student rating student rating 5/5

1592 Order Completed

96% Response Time

Jane Sima

Ph.D in Psychology with Specialization in Industrial-Organizational Psychology

Singapore, Singapore

Hire Me
Assignment writing guide
student rating student rating student rating student rating student rating 5/5

647 Order Completed

98% Response Time

Adlina Han

Masters in Marketing with Specialization in Branding

Singapore, Singapore

Hire Me
Assignment writing guide
student rating student rating student rating student rating student rating 4/5

3076 Order Completed

99% Response Time

Emily Wei

Doctor of Philosophy (Ph.D) in Civil Engineering

Singapore, Singapore

Hire Me
Assignment writing guide
student rating student rating student rating student rating student rating 5/5

2632 Order Completed

100% Response Time

Albert Ambrosio

MSc in Nursing

London, United Kingdom

Hire Me

FREE Tools

plagiarism

Plagiarism Checker

Get all your documents checked for plagiarism or duplicacy with us.

essay

Essay Typer

Get different kinds of essays typed in minutes with clicks.

edit

GPA Calculator

Calculate your semester grades and cumulative GPa with our GPA Calculator.

referencing

Chemical Equation Balancer

Balance any chemical equation in minutes just by entering the formula.

calculator

Word Counter & Page Calculator

Calculate the number of words and number of pages of all your academic documents.

Refer Just 5 Friends to Earn More than $2000

Check your estimated earning as per your ability

1

1

1

Your Approx Earning

Live Review

Our Mission Client Satisfaction

Great work and effort. The work was redone and I am very happy with the quality of work too.

flag

User Id: 194216 - 16 Jul 2020

Australia

student rating student rating student rating student rating student rating

"Excellent service great price, fast response, fast assignment is done" I will definitely recommend you to my friends.

flag

User Id: 414176 - 16 Jul 2020

Australia

student rating student rating student rating student rating student rating

ion this site, experts using great writing format,there is no plagiarism,and not any mistakes included. i would highly recommend to use this site for home work help.immediately response when you have any question.Answers that were done by this websit...

flag

User Id: 460455 - 16 Jul 2020

Australia

student rating student rating student rating student rating student rating

Looks good, required task Solution is there , hope will get full mark of it thank you.

flag

User Id: 225590 - 15 Jul 2020

Australia

student rating student rating student rating student rating student rating
callback request mobile
Have any Query?