Resisting Change - Research Paper Example

Researchers have observed many types of resistance. Employees avoid doing tasks or postponement of tasks, resignation and underproduction are the most common outcomes recognized by researchers. Another study unveils a few other indicators that show resistance to change in the organization, which include increased absenteeism, impatience, and frustration (Todnem, 2005). These indicators and reactions of employees are reflective of the resistance to change. To manage the change effectively and to avoid these negative after-effects of change in the organization, managers must understand the reasons behind the resistance.

Employees do resist change and their negative responses are caused by a few rational reasons. One reason behind the resistance to change by employees is uncertainty about the effects of change being implemented in the organization. Uncertainty about job performance is another reason that triggers employees to resist change because they are unaware of the tasks, which will be given to them after the change and they have fear of not having the required skills. Another reason behind this resistance is no involvement of employees in the change process, which creates the fear of abrupt change in the mind of employees and they think they are not part of the organization. To cope with these consequences, management must be proactive, enable employee participation, and make them aware of the effects of the change in the organization (Todnem, 2005).