Resistance To Change In The Company Samples †MyAssignmenthelp.com

Question: Discuss about the Resistance To Change In The Company. Answer: Managing resistance to change: It is the very big challenge for the management of the companies to manage the change in the organisation. Brining change in the company is basic need these days because of the dynamic environment and the changing market needs outside. The rate of advancement in technology has increased the speed of change in the organizations[1]. It is not an easy task to bring such changes in the company and its functions. This is because there are some barriers that restrict the change in the company. Irrespective of the sector and the industry, it has been analysed that change is required in every field. Resistance to change brings down the speed of change implementation in the company. Some researchers argues that resistance is not always bad as resistance slows doe the sped of cage that allow the employees and the company to adopt the changes[2]. The best theory that has been used by the companies in order to bring the change in the companies is Lewiss change management theory that is about unfreezing, transition and freezing. Managing the change implementation in the company is very important. For this purpose, the management needs to understand the change that needs to be implemented. Behaviour is one of the factors that are considered in order to understand the resistance of the change among the people. This is because behaviour of the people portrays what they feel and what are the inter issues they are facing in terms of the change that has been implemented in their vicinity[3]. Thus, resistance can be defined as the state of mind that shows the unwillingness of the person to adopt the change. Some argues that resistance is positive while some argue that resistance is very positive. Change brings modification in the person or the company. It is not possible that the change has ben implemented and there will be no modifications. Resistance act as the barriers to being that change and modification about it is not the fact that it always proves to be negative for the company[4]. If the beliefs of the per son are strong and they think that they are right and going on the correct oath and resisting the change may forces the management to think over it again. Another positive thing is that resistance to the change provides time to the employees and the company to take a hold on the change and adopt the same slowly. Different researchers have different views about the change that needs to be implemented and the resistance that act as the barriers for implementing those change. Managing change is an art and as per the understanding of the change resistance, management strategy needs to be made. There are various strategies or ways in which the resistance of the change can be managed. Information is the subset to bring the change. It is required by the managers of the company to provide full information to the employees about all the changes. Access to the full information helps the employees to adopt the change easily. Another important requirement for managing the cage is to understand the resistance to change[5]. It is required by the managers to understand the behaviour of the people and the reasons that are driving the resistance among the employees. A proper resistance strategy needs to be implemented. It has been identified that a model or the process of managing the resistance have been gi ven by the researchers so that it can be followed by the management of the companies in order to manage the resistance to change. The process starts with defining the change that needs to be implemented. After that, it is required to understand the resistance to change and the reasons behind such resistance. Considering all the things and the reasons, it is required to make the strategies so that they can be implemented before implementation of the change in the company. Evaluation is the last step in which the change is being evaluated and the results are calculated to see the progress of implementation. Resistance to the changes need to be removed by the management in order to implement the change effectively. Providing information to the employees about the change is the first thing that is required to be done. Secondly, it is required to develop those skills among the employees so that they can adopt the changes[6]. A full plan is to be delivered to the employees in which the wh ole process of implementing and adapting the change is mentioned. Effective implementation of the change needs time. It is important to give enough time to the employees of the company so that they can understand the change and adapt it. Another important thing that needs to be done is about providing the justification to bring such change[7]. If the change is motivational to the employees then they find it easy to adopt and give their 100% to learn about the new things and if their have thinking that the change is restricting their performance and there is no use of this change for them then there may resist such change, providing them the justification to bring the change in such a ways that portrays their benefits also helps in motivating the employees to adopt those changes. It has been believed that bring change in the company is not only about getting the information but is also associated with the leadership[8]. If the employees have trust on their leaders then they will trust the change implemented by him and willingly accept the same. Resistance of change is not negative every time as it is portrayed but it slows done the process of implantation of the change and provide time to the management to think over it again and also provide time to the employees to adapt those changes implemented in the function of the organizations. References: Bridges, W., Bridges, S. (2017).Managing transitions: Making the most of change. Da Capo Press. Hon, A. H., Bloom, M., Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), 919-941. Bareil, C. (2013). Two Paradigms about Resistance to Change.Organization Development Journal,31(3). Dawson, P., Andriopoulos, C. (2014).Managing change, creativity and innovation. Sage. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. McKay, K., Kuntz, J. R., Nswall, K. (2013). The Effect of Affective Commitment, Communication and Participation on Resistance to Change: The Role of Change Readiness.New Zealand Journal of Psychology,42(2). Pieterse, J. H., Canils, M. C., Homan, T. (2012). Professional discourses and resistance to change.Journal of Organizational Change Management,25(6), 798-818.