Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome the change that determines its ability to sustain. This paper will describe what causes resistance to change at an organization and individual level. It will also describe how Kurt Lewin’s change model can be used to overcome resistance.
There are many reasons resistance to change occurs within an organization. Resistance to change is described as opposing and/or struggling with transitions that change the status quo of a work environment. By overcoming barriers and oppositions, a company displays its flexibility and has an opportunity to grow. Resistance does not also occur on an individual level, but many times happen at an organizational level. Organizations may encounter barriers that can detour a new strategy from taking place. Resistance to change at an organizational level
Organizations may have troubles with defining standards and goals that are needed to improve its practices. Goals, roles, performance standards and objectives should be specified to ensure clarity. Financial issue many cause businesses to resist changes. If a company lacks the capital needed to enforce the changes, resistance are more likely to occur. Some businesses also have troubles with resource allocation or lack of needed resources. This can cause a strain on the want and faith in the change being presented. Lack of efficient communication can also be a reason that organizations resist change. The lack of communication can occur internally between employees and management or externally between suppliers and consumers. Companies who hesitate to communicate effectively and promptly tend to have issues with getting change models to sustain. Bad leadership can also be a culprit of resistance. A strong management and leadership team is needed during a transition to engage and inspire employees and other individuals of the business. Resistance at an organizational level can also be caused by the lack of preparation for new roles. The failure to be prepared and educated on new roles can create issues and uncertainty which can cause resistance. A successful change to an organizational structure starts with the upper management and company itself. A business must participate, embrace and communicate new business practices in order for its employees and consumers to accept and adapt the changes being presented and implemented. Resistance to change at an individual level
A new business or strategic plan heavily relies on the individuals of an organization to be positively involved. A large percentage of those who resist change in businesses are on an individual level such as supervisors and employees. There are many reasons why employees may resist new changes that are being implemented. The most common reason for resistance on an individual level is fear. Employees typically fear changes in the status quo in a workplace because of how the changes may affect them on a personal level. The fear of personal impact can cause individuals to question their job and their leadership. Resistance among individuals can also occur due to the concern of job security. Many employees may be afraid that a job loss due to demotion will occur due to reduction or automation. Individuals also resist change due to the fear of...