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Do some brief on the topic of resisting change. What determines whether or not people resist change - Research Paper Example

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To compete with the ever-changing customer needs whether external or internal, organizations need to renew their direction, structure and capabilities present at any level. This renewal acts as a change, which is pivotal for the growth and development of any organization. In my…
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Do some brief research on the topic of resisting change. What determines whether or not people resist change
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Resisting Change Resisting Change To compete with the ever-changing needs whetherexternal or internal, organizations need to renew their direction, structure and capabilities present at any level. This renewal acts as a change, which is pivotal for the growth and development of any organization. In my view, individuals, in the workplace context, do resist change even if it is in their benefit, because they consider themselves to be affected by it. The fear as to how change affects them, their job performance, relationships in the organization and other aspects makes them resist change.
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 few other indicators that show resistance for 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. In order to manage the change effectively and to avoid these negative after effects of change in the organization, mangers must understand the reasons behind the resistance.
Employees do resist change and their negative responses are caused by few rational reasons. One reason behind the resistance of 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 change and they have fear of not having the required skills. Another reason behind this resistance is no involvement of employee in the change process, which creates the fear of abrupt change in the mind of employees and they think they are not the 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).
Reference
Todnem, R. (2005). Organiztional Change Management: A Critical Review. Journal of Change Management, 369-380. Read More
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