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Resistance To Change Case Study

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According to Williams & Mc Williams (2010), organizational innovation can be defined as a successful implementation of creative ideas in an organization. Organizational innovation are strongly relate to the organizational change which also known as the adoption of a new idea or behaviour by an organization (Daft, Richard L 2010). Organizational change do produces uncertainty sometimes, yet it is not completely unpredictable. Occasionally, change & innovation are stimulated by external forces from the organization. For example, when a supplier goes out of business, when new government regulations go into conclusion, or when a dominant customer demands annual price cuts. External forces and aspects that influence managers to search for better …show more content…

Folger & Skarlicki (1999:36) cited in Kamel.B (2012) defines resistance as “Employee behaviour that seeks to challenge, disrupt, or invert prevailing assumptions, discourses, and power relations”.
1. Reasons for employees Resistance to Change
It is understandable to mention that resistance to change spurs from various types of reasons, but this essay is focusing on the part of cognitive, and moral & cultural reasons. “Resistance is a natural and normal response to change because change often involves going from known to the unknown” (Coghlan, 1993; Steinburg, 1992; Myers & Robbins, 1991; Nadler, 1981; Zaltman & Duncan, 1977)
i. Cognitive …show more content…

It comes out of the expectation that the change might come along with a new culture being introduced into the organization (Kamel.B 2012). In fact, that might carry serious changes or impact in its postulates basic principles and values. For example, employees who work under Starbucks Company will resist to the cultural change from their own uniform wear to formal wear to work every day in the Café. Apart from that, culture change perceive to the organisation as a whole. Large-scale of cultural change is not a simple mission. Therefore, in order to smoothen the manager’s work, two specific tools were being applied which are training and development programmes and organisation development (OD) (Daft, Richard L 2010).
Overcoming Resistance to Change
Organisations have to stop the chance of letting change to manage difficult situation for companies and for individuals. As an alternative, organisations should overcome the resistance being clear which means transparently of the changes and slowly will reach a mutual agreement. In short, “If we do not try to guide the change, we will be swallowed” stated by Morgan, 1976, p.26 cited in (Goncalves.J.M, Goncalves.R.P,

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