Resistance to Change Essay
Introduction
Organizations face resistance from the employees especially when the change is needed to be embraced by the firms. When companies are performing poorly, there is need to initiate change in order to prevent the organization from collapsing (Zoni, et.al., 2012). The change in the organization’s model is perceived differently by the members of the organization resulting in resistance. The fear of the uncertainties is the major ignition of resistance in the organizations. Employees’ make changes in the organization to be a problematic and make it impossible for the creativity and innovation which are important aspects of success. New strategies that target at improving the organizational performance will always touch the aspect of the organizational culture as well as the structure of the organization (Wagner et.al., 2011). Management should not be discouraged by such resistance but work smart for the betterment of the organization. Common causes of resistant in the organization entail lack of trust, feeling excluded in organizational matters, self-interests and poor communication in the organization. If these factors are not dealt with timely, they may cause the organization to collapse. The management of the organization needs to work as a team in order to embrace change. In this regard, management approaches such as timely communication, involving the members in the matters of the organization and planning ahead should be enhanced in the organization (Verboncu, 2013). The paper gives an analysis of various factors causing resistance in the organization and the approaches to combat resistance.
Poor organization communication approaches
To begin with, the organization may experience resistance due to the aspect of poor communications in the organization. Communication is a crucial factor determining how the organization carries out its activities. It is a key tool in coordinating functions in the organization. The approach helps the management to delegate duties to its (Tessier & Otley, 2012). Changes within the organizations are initiated by the aspect of decision making by which every member of the organization should be aware of. Most of the changes demand a change in the organizational cultures, change of the product or the service offered as well as change in the structure of the organization. These aspects of change if not communicated timely to the members of the organization in order to prepare them, will cause resistance to the newly proposed projects thus hindering the operations of such firms. An organization without clear communication procedures are more likely not to succeed in its plans (Steen, 2011).
Self-interests
Self-interest barricades the organizational development since it leads to resistance. Individuals with the ego in the organization rarely can adapt to new changes in the organization meant to expand the firm. Many employees are not concerned with the goals of the organization but their own interests, for example, maintaining their own status quo. They work hard not for the benefit of the organization but their own private agendas. Such employees even if they know that the change to be impressed will impact the organization positively, they keep on resisting such models until their ego desires are gratified (Agboola et. al., 2011).
Feeling excluded
Feeling excluded by the rest of the members of the organization can cause such individuals to resist plans made in their absence. Every member of the organization wants to be part of the change made in the organization. Such members need their voices to be regarded in the process of embracing change so that they feel involved in the organization. In the cases where employees hear certain changes being embraced in the organization without their input….Continue Reading….