Change in almost any aspect of a business enterprise’s operation can be met resistance. Nowadays, changing in business circumstances requires managers to take preventive action aimed at stabilizing the enterprise and resolve conflicts that may threaten the enterprise’s future. Managers will be acting as change agent and responsible for managing the organizational change process. Change agents can be a manager within the organization, but could be a non-manager such as outside consultant who has objective perspective when analyze enterprise’s lack. According to (Robbins and Coulter 2011, p.155) Managers will face three main types of change: structure, technology, and people. Changing structure driven by changes in the external environment or …show more content…
So, when confronted with change, their tendency to respond change as the source of resistance. The third cause of resistance is the fear of losing high self-esteem which they already got such as status, money, authority, friendships, personal convenience, or other economic benefits. So that, the more that people have invested in the current system, the more they resist …show more content…
They believe that a proposed new job procedure will reduce product quality. But, these all resistance to change may be a positive in some instances if by listening to their reasons, company can make a more effective changes. There are six techniques for reducing resistance to change, such as education and communication, participation, facilitation and support, negotiation, manipulation and co-optation, and coercion (Robbins and Coulter 2011, p.159). Education and communication can help reduce resistance due to misinformation with the intention of clear up misunderstandings. Participation can reduce resistance by involved every individuals who directly affected by the proposed change into the decision-making process. Participation can increase involvement, commitment and acceptance of employees by allows them to express their feelings. Facilitation and support such as employee counseling, theraphy, new skills training, or a short paid leave of absence help employees face the fear and anxiety associated with the change effort. Negotiation may useful when resistance comes from a powerful group and company needs to exchanging value for an agreement to lessen the resistance to change
Some examples of the forms include, defiance leading to advancements, as many individuals in a given situation push forward by resisting the opposition's unruly methods to becoming victorious. Similarly, outlasting negative situations with other individuals may strengthen bonds made, in both terms of time and dependability, as the people in the situation may grow closer overall. Lastly, non-compliance with the opposition's goals may give the defier more power as it leads them to give no satisfaction to the other individuals. In modern society, defiance is crucial for bettering the communities made, as it guides the individuals concerned to confrontation, leading that to becoming the idea to surpass the bais an expectations which humankind may have placed on the
This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou.
Throughout the history of mankind, power has always been exercised on people as a way to suppress civil disobedience. Most of the time, resistance was and is still being produced as a backlash to the exercise of power. Foucault stated that: “Where there is power, there is resistance.” (1998:95) People have used different kinds of resistance to meet brutality such as acquiescence, physical violence and nonviolent resistance as stated by Martin Luther King in his article named “Three Ways of Meeting Oppression“.
Without an iota of doubt, there will always be resistance. This resistance is primarily because of the fear of the unknown. It is due to ignorance and a sense of comfort. However, with proper education, true visionaries and believers in social transformation do not set any deadlines while pursuing their ultimate goals and objectives. They know that their paths are filled with setbacks, disappointments, rejection, opposition, and difficulties; however, they continue to press on because the job satisfaction attained for helping someone in need surpasses
In order to improve employee morale and satisfaction,
Change is inevitable. It is the only thing that is constant in life. Resistance to change is a natural reaction, rooted in our past experiences, cultural norms, and innate psychological needs for certainty and control. The concept of change is very challenging for many individuals. Hesitation about accepting change reduces the possibilities and opportunities for development and limits opportunities.
Whether it may be more vacation days, telecommuting days, or even activities at work, they all help the employee to complete
Some of the people are rejecting new things because they do not want to start all over again. Some people will still accept the innovations because of their jobs need or the interest of the new things around them. According to the article the ordeal of change written by Eric Hoffer, the author states that a workingman will do his job leisurely because he is sure about his skills. However, when things change totally different, the workingman must to do the job and unwilling to work in the new environment. The workingman needs to adjust in a new situation for a period of time and get used to the new working environment.
DISCUSSING ORGANIZATIONAL CHANGE Lisa Thai HRMT-440 Colorado Technical University 4/18/2018 Business organizations in the industry are always experiencing changes in the business environment. This forces them to change their operations hence in order to coup with the changing business environment (Fletcher, 2004). The technology keeps on advancing hence the need for business enterprises to adopt the use of it in order to boosts its performance in the industry. Organizations that perform well in the industry starts to grow in size hence expanding their operations in the industry. The increase in size of a firm requires it to makes certain changes in its operations in order to incorporate the growth in its operations.
Multiple meanings can arise from the term ‘resistance’. The significance all depends on who is the character that wants to challenge/refuse particular incidents or regulations. Both Houseboy, by Ferdinand Oyono, and No Telephone to Heaven, by Michelle Cliff, have good examples that show how this particular term can be interpreted. Toundi, for example from Houseboy, unknowingly kept resisting the natural order of things in his life and community. He does not believe completely what is told to him by the whites yet knows that that is what he needs to do in order to survive.
Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
Hence, the quality of communication is a critical aspect of successful change (Hayes, 2007). One form of effective communication strategy that PAT should adopt is “Underscore and Explore” which involves two-ways communication. This strategy allows managers to focus on the core issues related to the change. Employees are also given the opportunity to raise their concerns and feedbacks (Campitt, Dekoch and Cashman, 2000). Feedbacks in the form of surveys can be collected from the employees to improve in the change processes (Ford and Ford, 2010; Young and Post,
Characteristic of Transformational Leadership Diaz-Saenz (2011) described that more than 30 years, transformational leadership has been the one of the most studied and debated within the field of leadership. This term was first stated by Dowton (1973), after that James Mac Gregor Burns (1978) tried to link the role of leadership and followership, and stated that transformational leadership is quite different with transactional leadership, because it is contrary with followers’ need. Burns explained the differences about transactional and transformational leadership, he explained that transactional leadership is focus on exchanges that happen between leaders and followers, the employees got what they achieved. Manager who give promotion after
My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most.
Lower quite rate will assist the employer to save the cost on recruiting and training new employees within the organization. On the other hand, Hirschman propose that representative participation will lower down the employer profitability, since the representative participation is usually working on improving the working context and condition. For instance the British Airways employee were on strike in 2011, the strike has been settle down by restore the employee travel concessions and award pay deal at 7.5 per cent within two years (BBC News, 2011). From the case study shows that the running cost has been increased and lower down the profit for the