Resistance to Change in Organizations

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BOTH ORGANIZATIONS AND INDIVIDUALS RESIST CHANGE. WHAT CAN BE DONE TO OVERCOME THIS RESISTANCE?

It's not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change. ~ Charles Darwin Organizational changes are changes that are made in the overall framework of a company, such as restructuring in departments, changes in policies, or changes in culture.  It directly affects all departments, from the entry level employee to management. Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change. Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of loyal customers. However, employees and even organizations as a whole, tend to resist change some time or the other. Since change is an essential part of the development of the organization, managers must be aware of the causes of this resistance and therefore implement the appropriate techniques to overcome this, whether it be on an organizational level or an individual level. Self interest; losing something of value is perhaps something anyone will resist. Employees typically resist any kind of change they believe will cause them, to wind up losing personally even if it is for the greater good. They either stand to lose pay, power or prestige. Everyone wants to know how the change will affect them personally. They also resist change to put themselves at ease and avoid taking a risk. They fool themselves into believing everything will all work out someday by itself just so they would not have to go through the process of change. Additionally, other employees resist change for reasons such as inflexibility and uncertainty. They will not tolerate change, because they have a vested interest in maintaining the status quo. It does not matter how pellucid the benefits...
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