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Resistance To Change Paper

984 Words4 Pages

Resistance to Change
Suley Garcia
Keiser University

Resistance to Change
Introduction
Resistance to change is one of the many challenges that every organization faces (Senior, & Swailes, 2010, p. 83). In one way or another, there are some instances where organizations need to make and implement changes that would benefit them. Changes are usually stimulated by the goals of the company, the prevailing political, social, and economic environments, as well as countering the growing competition. However, the implementation of changes is usually not easy and most of the time the organizations are usually met with resistance from their employees (Senior, & Swailes, 2010, p. 83). This paper will focus on the major reasons for resistance …show more content…

However, when there is a case of slow buildup of success in the organization, the employees may begin to raise questions on the validity and the importance of the change. When such questions are raised it usually precipitates to employee resistance to changes. It is therefore, important for the management of the organization to ensure that they educate the employees on the benefits and rewards of changes. It is also important for the management to let the employees know that the expected changes will take time to have a positive impact on the organization. That will help the organization to avoid any resistance (Collins, 2005, p. 110).
Status Quo and Change of Routine To most of the employees, changes are usually considered a recipe of chaos and are spell of doom. The reason being the changes will necessitate the need to change the routine of the company. That according to the employees causes inconvenience and therefore would prefer the maintenance of the status quo. It is thus critical for the managers to educate the employees on the importance of implementing the changes and how well the change will impact on them. That will help the organization to have the support of the employees in the implementation process (Collins, 2005, p. 112).
Fear of what to …show more content…

They usually accept the implementation with the hope that the changes may fail and the organization will revert to the previous routine and the process of doing organizational activities. This mentality is usually dangerous since the employees may work to sabotage the changes and make them fail intentionally. It is a form of resistance where the management may believe that the employees are on the same page which is contrary to what the employees are doing. It is thus important for the management to have a positive outlook in implementing changes. The manager or the management must be aware of employees’ activities (Collins, 2005, p.

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