M4D1: Resistance to Change Photograph of two employees disagreeingUnless an organization and its managers are aware of the reasons employees resist change, they are unable to recognize not only the signs of resistance but also the solutions required to resolve this resistance. This discussion focuses on the general reasons that employees resist change and provides you with an opportunity to devise a strategy to reduce this resistance. Respond to the following: • In Chapter 6 of your textbook, there is a list of 14 reasons why some employees may resist change. Choose the two primary reasons that you believe people resist change, and then, offer one strategy an organization may pursue to lessen resistance in that particular circumstance. • Explain why the strategy you chose would work best in this particular circumstance. Post your primary response. Read any postings already provided by your instructor or fellow students. Remember to read the feedback to your own major postings and reply to it throughout the module. Each post should be 250 – 300 words and written in your own words. All quoted text must be cited using APA format (6th edition). See the Course Calendar for due dates for posts and responses. Compose your work using a word processor and save it, as a Plain Text or an .rtf, to your computer. When you’re ready to make your initial posting, please click on the “Create Thread” button and copy/paste the text from your document into the message field. Be sure to check your work and correct any spelling or grammatical errors before you post it. Evaluation Criteria Review the SBT Discussion Rubric located in the “Start Here” section of the course for more information on grading criteria. Together, all discussions comprise 20% of the total course grade.

 

M4D1: Resistance to Change

Student’s Name

Date

 

 

Abstract

In Chapter 6 of your textbook, there is a list of 14 reasons why some employees may resist change. Choose the two primary reasons that you believe people resist change, and then, offer one strategy an organization may pursue to lessen resistance in that particular circumstance. 

Explain why the strategy you chose would work best in this particular circumstance.



 

M4D1: Resistance to Change

In the introduction of change in an organization, employees may resist the approach due to various reasons. The two primary reasons why most of the employees may resist change entails, first, employees may resist the method by which change is introduced in an organization. Employees appear to resist the feeling of being ill-informed or rejecting an insensitive and authoritarian approach driving the change process. The inquiry requires bringing the employees on board and not forcing change down their throats as it will only create further resistance.

The second reason entails the fact that employees may not feel comfortable with the nature of change of itself (Lind, 2014). In most cases, change comes to disrupt the normal functioning of an organization by disorienting the employees’ belief system, thus, foresee the change process as a wrong move in the organization. In turn, they develop rebellion and simply become reluctant to adapt to change at any point in an organization making the process impossible.

The process of handling change resistance needs to understand the various types of change including logical resistance, psychological resistance, and sociological resistance. This should help an organization determine the best change strategy to respond to resistance towards change.

Therefore, one of the best strategies used by organizations to lessen the resistance to change entails the creation of a vision to guide the organization various functioning activities. Leaders and organizations utilize a vision for an organization to bring employees on board, communicate various change ventures, and develop a long-term image or visualization of the company (Wittig, 2012). In turn, allows employees to be ready for change on regular occurrences to impact to higher developments. For example, every organization requires creating a vision that can help prepare employees for transformations and embrace change in the process.

 

 

References

Lind, T. (2014). Change and resistance to change in health care: Inertia in sociotechnical systems (Doctoral dissertation, Uppsala universitet).

Wittig, C. (2012). Employees’ reactions to organizational change. OD Practitioner, 44(2), 23-28.