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Today's businesses are tending to keep on changing. Only the key to success in reorganizations, mergers and acquisition entirely up to the ability of an organization to adopt changes externally or internally. However change can be good but on the other hand there are certain issues which an organization comes across when instituting change management methodology. These issues often lead to failure if they are not addressed properly.
Sources of resistance to change implementation:
Before going into the depth of sources of resistance to change implementation it is worthwhile to understand the resistance and its impacts on change.
is often considered as slow motion response to deal with agreements or in simple term a straight refusal to cope up with change. In organizations resistance is like opposition of support for plans and ideas under consideration.
Sources of resistance and its impacts:
There are two basic sources of resistance which are having a strong impacts on resistance to change implementation.
Individual source of resistance:
Individual source of resistance are inherited in human basic characteristics like need, perceptions and personalities.
Selectivity of information process:
Perceived information by an individual creates a new world around him and ignore the information that challenges the world they have created.
Fear of the unknown:
A fear is usually stopped an individual to initiate and cope up with new change methodologies. But some people can break the fence and break the warning signal and can avail new opportunities. Elimination of this fear can be done through proper education as well as proper participation.
Lower income of an individual is another source of resistance. Once an individual came to know that his job is going to change and he would be performing new tasks the first thing which will came into his mind is the previous standards especially when pay is closely tied to productivity.
People having high need of security regarding their job and future are having high level or resistance and they would not cooperate with change methodology implementing by the organization because it threaten their feeling of security.
Habit usually force an individual to keep on doing the same the same thing and taking the decision in same school of thought and when it comes to change then the outcome is none other than resistance.
Mistrust to change initiator:
Lack of proper definition of who might be the initiator of these changes. This requires proper education of the employees that the organizational system in they are working is part of initiator of the changes.
Short implementation time:
Employees at every level are under a large amount of pressure because of an unreal implementation of time frame so keeping in mind all those factors there is a solid need of total reorganization of implementation schedule and as a result the outcome will be more efficient and effective.
Limited focus of change:
Organization is consist of number of mutual dependent system if one is about to change then other will defiantly be affected, for example if management changes the technology process without simultaneously modifying the organizational structure to match this change in technology is not likely to be accepted.
Even when an individual willingness to change their attitude and behaviors the group norms may act as a constraint for example if any individual union member is willing to change in his job as per suggested by the management but if union norms dictate the unilateral change made by management then in the result he is likely to resist.
Threat to expertise:
Organization expertise may threaten by the change in organizational patterns.
Threat to established power relationships:
Redeployment of decision making authorities can be a cause of threaten long established power dealings within the organization. Participative decision making is the kind of change which can be seen as treating by the
Threat to established resource allocation:
Control sizeable resources, organization have, perceive change as danger. They are more comfortable as the things are. The strength of the resources owned by the company may not satisfy the same level of self dependency after accepting the change initiative.
Behavioral reaction to change:
if employees are unable to determine the outcome of change in their jobs and work the will resist the change.
If they perceive that change is not compatible with their needs and aspiration the resistance will occur.
If they perceive that change is going to happen regardless of their objections they may initially resist the change.
If the perceive that change is in their interest they will accept it and they will be motivated.
Disengagement occur when an employee is physically present but mentally absent. While being in this inertia employee may lose his interest and participation in job. A productive discussion can bring them back into mentally presence and they would be active again in their jobs and work.
in this stage the employee may feel threaten to his identity and may feel very unsecure. The best way to get best out of them is by providing them the sense of security and employees are more committed to change when employees are allowed to participate.
Disenchantment represents anger or negative. Employees are more regret about their past and they always think that past has gone and now they are feeling sorry for that and anger is expressed in more passive way in this. The second part of Disenchantment is that let the employees know that their anger is normal and we are not against them.
It represent lost and confused employees and mostly they are not sure about their feelings as well. Disoriented employees have lots of questions in their mind and the best strategy for this is that they must be dealt with great deal of information and every doubt in their minds must be clear.
ORGANIZATIONAL APPROACH TO OVERCOME THE CHANGE RESISTANCE
The risk of change should not be greater than the risk of standing still:
a leap faith is require to move in a path you never know and you are promising the good result by following the path with no proof. Only genuine believe can make people to step toward that which is unknown and having no proof in advance and in result it could be the possible reason that the risk of change is greater than the risk of standing still. Making a change is all about risk management and the first and foremost thing which need to be followed is truth full terms.
People feel connected to other people who are identified to the old day:
People like and remains connected to those who are dear to them, those who have taught them, those whom they are familiar and on the other hand when we ask people to work in a different way most probably the all will be against you. Mean while you should keep it under consideration to giving the honor to those who brought the great success to the organization. A little use of diplomacy can set of lots of resistance.
Role model for the new activity:
Observational learning should never be underestimated. A role model must be there to represent the change methodology. To answer such question such like what to be done? How to do it? What will be the outcomes? How to improve?
Competence to change:
This fear is seldom accept by the employees. But mostly it happens that change implementation need new skills and efficient working and cope up with new and emerging technology and many people think that they can go along with all these new upcoming changes which lead toward the fear of lacking the competency to change and mostly as an individual the cannot even think that they are able to do it but the most hard reality of this fear is that sometime they are right. On the other hand sometime this fear is unfounded and the leader need to give them enough motivation to break their status quo and comfort zone to come out that circle and make change happen.
Implementation of training programs:
Over the time training program should be held and must be evaluated over time. It can help to reduce the fear of lack of competency while implementing the change.
The problem started when we do not take resistance under proper consideration and most of the time we don't realize it. But once we realize it then we can face it and beat it.
Become a Pro:
This is the main technique adopted by the professional who initiate the work. The love what they does and they believe in their work what they are doing the other will automatically follow it.
Be very clear and focus:
At very start we need to know what is to accomplished. Need to start the work by defining the importance of the work like defining three projects at the start and doing it one by one with full concentration once the first project is done then moves to the second one which is less important. During that if you thing you are doing something not necessary get back and rethink what and how to manage.
Clear away distractions:
Distractions can lead toward the wrong path it is better to shut off all those unnecessary work and keep focused on assigned and productive task.
Make people relax from overload and overwhelmed:
When implementing change in organizational keeping in mind that people is not fatigue enough to carry forward the plan even if they are well aware of the positive outcome of the change. Sometime when organization is going through with great stress and confusion they might resist the change because they are tired.
Change management is directly related to Leadership
Today change is a common occurrence in businesses. Strong business management is require if someone want to keep the business run because change is continual. Leadership development is the crucial part of change management that truly focus that people believes in you then comes marketing and sales abilities that are interlinked with promoting case for change and last but not the least communication skills which are so helpful to build support of the decision as far as the change is concern.
The prerequisite for a Leader for an effective change
Walk the talk:
If leaders make the rule or any particular processes then they have to follow it until if the leaders decide to change it, how can a leader can expect that other will follow the defined process or rule if they don't. A leader must act as a part of the team not always as a head of them and people will appreciate if the leader is personally knowledge able and well aware of how the work will get done.
Set an example:
Being a top person in the business or in an organization all eyes are on you for support and direction and that direction is not only for business even it can be of
It is crucial to set an example if you want others in your business for change
When barriers are minimized between front line worker and management the change is more tend to be successful. It is usually considered as a sign of favoritism between ranks and by eliminating these ranks it can be much easier for others to understand that there is a fair play in organization and the will be more in the favor of change. On the other hand the connectivity with workers would be more efficient and productive as far as winning the trust is concern.
Communicating to the people:
In most of the organization it is being observed that change is usually failed when top management covered itself in glass walls and access to them become so difficult and in the result they never come across about the issues that people are facing in the organization and at the end change methodology collapse. In organizations where change is successfully embedded in the culture, the reason behind that is that managers are more open to the people, more interested to listen to them and about their issues and problem and they try to solve it in best efficient manners.
Honesty and try to be real is the most important factor for leading a successful change until and unless the top management wins the trust of people, participating in change, they cannot even think of establishing a successful change.
A great passion leads toward a great change:
A vision without a passion is useless one have to have a passion around his vision. Leader must have to sure that he has enough passion what he is going to do because his behavior would act like a guide line for other employees of the organization.
Role of Successful Management in Change
A successful manger is the one whom others are ready to follow so following are the milestone which are required in any organization to keep in mind before establishing change.
One of the most important factors in management must be an interpersonal relationship and focusing to avoid any kind of functional isolation, if there is any functional the management will collapse down. Respect, honesty, attentiveness and collaboration are those essentials without them management cannot move toward make change happen.
Two way communications is so helpful to eliminate or decrease the possibility of misunderstanding most of the people issues arise due to miss communication only a way to reduce the misunderstanding in organization is to have a feedback, getting the result and start working for the betterment.
Encourage team work:
Without a team work no one can think of successful management and without a successful management a successful change can never happen. By working in team people feel more
Effective change management needs an effective communication
A written change plan is very helpful to keep a glace whether the planned change is being followed or not.
Communicate through Multiple channels like, speaking, writing, videos, intranets, etc
Whatever is known about the change need to communicate properly it might happen that some of the change may happen later.
Giving a proper time to the people to think about change and let them ask whatever they want to, to clear the ambiguities in their minds.
One on one conversation or small group discussion lead toward better communication and in the result better communication keep the flow of information smooth.
Correct information is the milestone of leadership, the creditably of the leader can get hurt by providing the wrong or incorrect information avoid those facts and figure about which the leader is not sure about.
Proactive communication is required in successful management, not the reactive one.
Provide people the opportunity to build network formally or informally that would be helpful to share ideas as far as change management is concern.