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Resistance To Organizational Change

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Introduction Resistance to change is the change in behaviour and attitude of an employee in an organisation. The change implemented in an organisation with the lack of information and communication between the employees and the organisation deprives the trust and creates insecurity among the employees. The resistance and its effects on the organisational change have many aspects which affects the growth of the business operation. How resistance to change affects the organisational change? According to Thomas and Hardy (2011), the change in the environment, financial out beaks and advancement in technologies has made the organisations to adapt to changes to meet the competitive market. A change can either be successful to an organisation or …show more content…

Employees show their resistance in terms of turnover, disengagement, reduction of output, quarrelling and hostility. This adversely affects the growth of the organisation (Razali and Vrontis, 2010). Employees resist to the changes implemented in the organisation due certain emotional aspects such as loss or power, frustration and disturbance in their field of work (Ullah et al, 2012). The resistance to the change is due to the emotional effects of the individual towards their fears of facing the unknown. The employees clearly oppose the change implemented by the organisation as it alters their position and affects their zone of specialisation and comfort. The changes implemented changes the work nature of the managers putting them in different working environment, different team and they might be forced to work with delay in promotions (Burnes, 2004).Organisations need to change its approach and tactics in accordance with the rapidly changing world by making internal agreements and arrangements to meet with that of external competitive market. At times the change may lead to …show more content…

The frustration of an individual’s reaction to the forces induced on them by the higher authority in the organisation is the reason for resistance to change. There are two forms of resistance to change and they are behavioural resistance which is based on the assumptions, perception and reactions of the individual’s while systemic resistance involves the lack of information, knowledge, managerial capacity and skills (Mdletye et al, 2014). Resistance is seen in various levels of the organisation among the workers due to their ignorance to the change which happens only when an unknown event or work atmosphere is forced on them creating fear and uncertainty regarding their

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