Resistance to change is a common topic, which is being addressed in organizations globally. Change consists of a predetermined set of activities and rules which are meant to transform the organization. There are organizational and individual factors that can cause resistance to change in an organization…
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Robbin (2005) highlights, that one of the causes of organizational resistance to change is structural inertia. In organizations, there are structures, which are built to ensure stability of the firm such as recruitment, training and selection structures etc. these structures are used systematically in the organization to achieve desired goals. When change is introduced in the organization, these structures can inhibit or cause resistance to change so that they can sustain previous stability in the organization (Robbins, 2005). Secondly, group resistance can also cause organizational resistance to change, considering they are made of groups of employees who have norms and cultures, and they can inhibit change in the organization. If people are organized in groups, then any change made by the organization can be resisted because members have influence on each other. The third cause of resistance to change is the threat of established management and power structures in the organization (Sadhu, 2009). There are groups in the organization, which controls the flow of resources, and they might see change as a threat to their power hence resisting the change. These groups are normally comfortable with current situations in organizations and any attempts of change can be resisted with ease because they control the resources and power. Lastly, poor communications in the organization can cause resistance to change
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Burke (1992) and Champy (1995) suppse that resistance t change inevitable prcess caused by human needs and expectatins.
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Change leaders should have a deep understanding of the company’s capacity for transformation in terms of resources and overall preparedness. If the organization lacks the appropriate features that show readiness and capability for change, challenging issues must be tackled before the change program is set on track.
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