Why People Might Resist Change in an Organization - Essay Example

The paper "Why People Might Resist Change in an Organization" is a brilliant example of an essay on management. Change is the shift or alteration in the present environment or situation. Change can be identified in the following ways: how we perceive things, how items are arranged or organize how items are processed, created or maintained. Change can occur in one or more of the following areas of the organization: technology change, tighter production schedules, mergers, and acquisitions, starting up a new division or introducing a new production line. When an organizational change occurs, managers experience a series of challenges from their employees. They routinely encounter coalitions of workers or even other managers who at any costs resist the proposed changes (Mullins, 2010).

Why People Might Resist Change in an Organization

Firstly, employees resist change because of parochial self-interest. They fear and contemplate that they are going to lose something of value because of the change. Since individuals emphasize more on their own security rather than that of the entire organization, conflict ensures leading to organizational politics or political behaviors, which destabilizes the day-to-day operations of the organization (Senior, & Fleming, 2006). Secondly, misunderstanding and lack of trust among employees or managers make them resist change in the organization. Individuals also resist change when they do not comprehend its inferences for fear that it will do more harm than good. Often, in such situations trust is required between the persons instigating the change and the workforces (Adams, 1987).

In addition, individuals repel organizational change because they perceive the situation in a different way from how their administrators or those introducing the change. They either feel the cost-benefit analysis resulting from such change is adverse or minimal to them and the organization as a whole. Thus because of different perceptions to change among people in the organization, the conflict will ensure resulting in resistance to change (Burnes, 2004). Finally, low tolerance for change can trigger resistance. All human beings are restricted in their capability to change. However, some individuals are much more restricted than others (Senior & Fleming, 2006).

Change Management Strategy

The procedure for introducing change in the organization should be communicated to the workers of the organization prior to and after introducing the change. Strategy refers to the vision, course of action, and the competitive advantage resulting from the use of a given strategy. The vision or the ultimate goal for introducing change in the organization should be spelled out to the employees of the organization to minimize the chances of resistance resulting from lack of information or communication (Adams, 1987). Therefore, communication and education are imperative when introducing change in the organization because it eliminates uncertainty (Kotter & Schlesinger, 1979).

Secondly, employee involvement is another implementation strategy that is important in managing resistance in the organization. Any management team in any organization has a duty to involve all employees in decision-making and provide past information regarding the company to enable employees to understand how the organization has changed (Burnes, 2004). Because of involvement, employees could feel being part of the organization hence making them feel appreciated mentally and that their expertise is important and vital to the daily operations of the organization regardless of the change plans (Adams, 1987).