Nobody downloaded yet

Change is all-pervasive in organisations. However, resistance to change is sometimes an inevitable response to major change. How can organisations and employees work together to bring about and manage effective change at the workplace - Essay Example

Comments (0) Cite this document
Nevertheless, human beings tend to perpetually view changes with trepidation whether in industry, organizations, and countries or even…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98% of users find it useful
Change is all-pervasive in organisations. However, resistance to change is sometimes an inevitable response to major change. How can organisations and employees work together to bring about and manage effective change at the workplace
Read TextPreview

Extract of sample
"Change is all-pervasive in organisations. However, resistance to change is sometimes an inevitable response to major change. How can organisations and employees work together to bring about and manage effective change at the workplace"

Download file to see previous pages revalent at the lower ranks of the ladder due to employees distrusting the reasoning by management behind the decisions or the lack of respect of the acumen of their leaders. This altitude often permeates in the entire organization, however, there are those in the organization who always look forward to changes believing it will herald better opportunities for them and improve the working conditions for them. Former US president John F. Kennedy argued that, ‘change is the law of life and those who look only to the past or the present are certain to miss the future’ (Warren, Benne and Chin 1969, Pg. 24). In this discussion paper, an analysis of the change management in organisations and the resultant resistant to the change is examined.
Change management in organizations refers to the process of instigating changes in a planned and controlled or orderly manner. This involves invoking innovative techniques and schemes in the organization controlled by the management and sometimes prompted by events outside the company. Most changes in organisations often fail due to internal resistance from company staff, studies on British production firms revealed that more than half of the failures were due to poor implementation of the projected changes (Maurer, 1996). There several reason attributed to resistance to changes in organisation mostly emanating from the organisation’s failure to properly prepare the employees on the impending transformations including lack of proficiency and guidance among the staff as well as minimal communication from the leaders [see Figure:1].
According to Goman (2000), ‘organizations dont change, people do’ (Pg.506); thus she asserts a firm’s management ignorance of the significance of their employees is the utmost error made in affecting change which leads to 60-75 percent failures in change management . Another mistake made by management is considering changes as incidental, rather than a psychological, substantial and poignant ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Change is all-pervasive in organisations. However, resistance to Essay”, n.d.)
Retrieved from
(Change Is All-Pervasive in Organisations. However, Resistance to Essay)
“Change Is All-Pervasive in Organisations. However, Resistance to Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
Change Management In Organisations bring even a gradual one. Change management can be defined as the preamble and administration of an initiative which is designed for “renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers” (Moran & Brightman, 2001). Motivation to Resist Change: Despite the critical need for change and the prospective positive results that are expected to be a by-product of the change, in most cases the internal customers i.e. the human resource are always highly motivated to challenge any changes to the...
8 Pages(2000 words)Essay
Managing Change in Organisations
...of the management to bring about such a change includes: To expand its existing customer base and increase its revenue and market share To exploit the global pool of resources available in the form of human resources, and cheap labor To increase their speed of product delivery. This is achieved easily since there are different teams working across the globe in different time zones. Hence at any given point of time, the company has employees working round the clock, thus leading to increased productivity, which translates into increased sales and hence increased revenues. Drawing upon material from the online module and...
16 Pages(4000 words)Coursework
Resistance to Change Paper
...always fear the effect that change might bring to their individual profession and duties, and hence this causes them to resist change. Individuals may fear about their status; income and ability to cope with new demands due to change, and they develop resistance to change (Adenle, 2011). In addition, Sadhu (2000) highlight that lack of skills and knowledge is another cause of individual resistance to change in the organization (p.1). Some changes in the organization require individuals to have desired skills and knowledge to implement...
4 Pages(1000 words)Research Paper
Change Resistance
...caused by human needs and expectatins. These researchers underline that in such cuntries as Pland and Russia resistance t change is influenced by cultural traditins and unique values. Mst individuals prefer wrking life t prceed accrding t accustmed nrms. Changing the nrms brings disruptin, t say the least, and there is n guarantee that the visin f the future will find favr with thse n whm it is t be impsed. Different authrs have different views and understanding f resistance t change, its causes and management techniques. Shared values act as a kind f infrmal cntrl system that tells peple what is expected f them. In...
6 Pages(1500 words)Essay
Managing organisations and change
...and share in profits.   (5) Manipulation and Co-option: This process involves bringing such person on board, who may not make sufficient contributions towards change but whose presence can lower the resistance from the side of the employees. (6) Explicit and Implicit Coercion: Managers can also coerce the employees by forcing them to accept changes. Those who do not fall in line can be punished by transfer or retrenchment.  Although the first four approaches were adopted by the hospital management, the last two were wisely kept aside as these are more...
8 Pages(2000 words)Essay
Employees Resistance to Organizational Change
...people. In Kotter’s words, ‘managing change is not enough, it has to be led’ (53). Create a Vision for Change: A clear vision that can be easily understood and accepted is important to create change, as members will then have a clear direction to work towards. This process helps in the acceptance of the need for change. Communicate the Vision: Once the vision is created, it has to be communicated effectively to the organization’s members, in the midst of all other organizational communication. The more the vision is communicated in terms of daily operations, the better the chances of...
10 Pages(2500 words)Research Paper
Managing Change in Organisations
...of owners and management. How it is executed requires the cooperation of everyone, most of all, teamwork. Well, it is teamwork that we have missed all this time. Change should be strategic. Why should there be changes? What needs to be changed? The whole picture portrays a sick organisation. From the very beginning, the company seems going nowhere. First, production is really slow. The whole organisation is working at a slow pace that it seems the organisation cannot cope with the rising tide of globalisation. Information Technology is not applied. The...
16 Pages(4000 words)Essay
Resistance to Change and Rapid Change
...decision making system that takes up the interest of all stakeholders on board is for example suggested as a very useful strategy in addressing the issue of resistance to change. This strategy is sure to work because it seeks to bring all people on board ahead of the change implementation. Once everyone gets satisfied with the need for there to be change, they are left with no other choice than to heed to the changes (Bill et al, 1999). Reference List Bill T, Bruce M, Ken M, (1999). The Ascent of a Leader: How Ordinary Relationships Develop Extraordinary Character and...
1 Pages(250 words)Coursework
Resistance to Change and Rapid Change
...Resistance to Change and Rapid Change Introduction Organizational change is reliant on on administration, commitment of leaders and on grandiloquence (Woodman, 2009). Scholars of organizational change reach a decision that majorchanges must be evidentlyplanned to ensure commitment and harmonization from individuals and all groups involved. Prior presence of frictionamongst individuals and groups within an organization will generatesituations under which management, commitment and rhetoric become inconceivable (Nigel, 2012). Resistance to changeChange...
1 Pages(250 words)Coursework
How do managers manage resistance to change
...change resistance is through education and communication. Normally people resist something they are not sure about or for which they have inaccurate information. Educating people beforehand is crucial because this helps employees know the logic behind the change effort. They need to understand that change is neither good nor bad. This also reduces the risk of incorrect rumors related to the effects of change to employees and the organization. Managers should actively seek employees’ reactions and thoughts to change....
4 Pages(1000 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Let us find you another Essay on topic Change is all-pervasive in organisations. However, resistance to change is sometimes an inevitable response to major change. How can organisations and employees work together to bring about and manage effective change at the workplace for FREE!
Contact Us