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Resistance To Change Analysis

1399 Words6 Pages

Tools/Elements to Combat Resistance Organizational Change

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Change is an ongoing process in the organizations that is necessary to keep businesses competitive in the global business environment. Resistance to Change is the concept in which, people want to maintain and protect their status quo. It is the human tendency of the people to resist the change within the organization. There are various factors due to which, organizations have to make changes in its working structure (Burke, Lake & Paine, 2012). By means of this paper, different tools and elements to combat resistance to organizational change are discussed. Along with this, the most important elements that are essential in all the situations …show more content…

It is asserted by Ford & Ford (2009) that an innovative training program enables the employees to polish their hidden skills and characters to cope with the change. In the training programs, the employees will learn about the significance of change for the organization as well as their personal development.
Additionally, training and development programs also facilitate the managers to improve knowledge of the employees about the new change process, so that they will adapt the change in a positive manner. In these programs, the employees can become familiar with change and will accept it with a thought of growth. For example, if a firm wants to execute a new e-CRM process and employee resists because they have fear to do not work properly with the new technology. In the training process, they can develop their skills of working with e-CRM …show more content…

After creating familiarity and understanding with the change, the emotional aspects create resistance to change. Different ideologies and lack socialization resist the employees to change. Entrusting the process of change requirements such as change in the rules and regulations, policies of the firm might affect the emotional perspectives and values of the employees. Consequently, they resist adoption of change (Fiedler, 2010). Thus, manager should focus on the emotional aspects and create a bond of trust and relationship with the employees so that they will adopt change with a proactive

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The training does not go in depth. In depth training should be a requirement. New employees are not receiving good enough training. Which means they are unable to carry out the very complicated tasks of what the job asks for. When a new employee trains, they will be trained on the switchboard.

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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.

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He indicated that specifically with AT&T, online training is effective in regards to knowledge, skills, and behaviors. Web-based training also has the potential to motivate employees to participate especially if they may be shy or may not want to speak in front of others. Employees can also train during the times of the day that they are the most receptive to learning with web-based

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Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).

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Meanwhile, development is an effort concerned with more toward increasing employees’ skills for the future assignments and responsibilities. Each business has its own type of training and development methods to ensure the effectiveness of employees’ abilities and implementation. For example, at level of small organization, they can apply team-building method to orientate individual’s skills and improve group interaction. At level of global organization, they can use Off-the-job training with several techniques such as programmed instruction, Computer-assisted instruction (CAI), Computer-managed instruction (CMI) or Lecture/discussion. Meanwhile, with training and development methods for management, you can choose On-the-job training including several methods: Coaching, Job rotation, Job Instruction Technology, Understudy, and

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