Discussion with 2 responses
Discussion: Resistance to change is a normal everyday aspect in the workplace. Note what happens to the organizational climate when this resistance occurs and any tactics to reduce negative connotations when dealing with change.
Respond to twopostings of students, I will provide the student’s discussion once I get my discussion paper. should be 250-300 words
Student 1:
The organization will be affected negatively when they experience resistance to change, firstly most the organization will experience absentees and task avoidance since employees will spend most of their time debating about the changes, employees always feel that their job is endangered if such changes are implemented successfully. It should also be noted that most incompetent employees always oppose to changes since they are comfortable in their work zones and feel changes will result to them exist (Heathfield, 2016). Furthermore, changes always bring about alterations in powers, personal duties and influence and for that reason employees who the changes will impact on negatively will always resist.
Tactics that will help reduce the negative connotation include: encouraging participation among employees when the management plans for changes, this is because the changes are meant for employees hence need for involving them and ensuring that they participate in the process, such participation lessen the resistance during the implementation phase (Heathfield, 2016). The manage can achieve this by organization small informal meetings where relevant details about the proposed changes will be discussed to encourage individual contribution.
Additionally, forming leadership team will help reduce the resistance, the team might consist of a section of employees or even departmental managers who will consequential oversight the portions of the organization during the changes who will guide employees on the right direction (Heathfield, 2016). The leadership will also have the opportunity to gather feedback to open a line communication throughout the organization. this will enable the employees feel that the organization is honest and want them to be part hence they will embrace the changes more quickly.
Student 2:
In order for an organization to remain competitive, it has to change from time to time. By accommodating change, an organization is able to adopt to the changing business environment and remain competitive. Organizations need to change strategy and internal environment to keep up with the ever changing market.
Whenever there is change in an organization, it raises a concerns from employees. Employees can either support the proposed change or to oppose these changes. In most cases change in an organization is usually difficult as it most likely gets opposed by the status quo.
Change in the organizational climate may includes the steps such as planning, implementation, monitoring and review. Regular changes in an organization is good as it allows the organization to become agile and quickly react to the changing market. This is healthy and could lead to the success.
The resistance of changes occur when employees don’t feel like changing their usual routine or job duty or don’t like to change their surroundings. This resistance lead to a major barrier in the change implementation process. Employees may also fear of new change. The concerns of all the employees must be addressed and resolved by the tp management. There must be an open communication about the change to be implemented.
There are indeed various tactics to reduce negative connotations such as management may make the employees understand regarding the actual need for the change and the benefit they may get after the changes occurred. This way they may feel interested. The management must have regular interaction with the representatives of the employees so that they can also convince the manpower about the effectiveness and profitability of implementing the changes. The management must have some training and counseling session in which the employees can be provided training on the processes and the methods to be adopted.
Reference:
Ford, J. D., Ford, L. W., & D’Amelio, A. (2008). Resistance to change: The rest of the story. Academy of management Review, 33(2), 362-377.
McInnes, P., & Corlett, S. (2012). Conversational identity work in everyday interaction. Scandinavian Journal of management, 28(1), 27-38. Name: Lucky
Student post 1:
In an organizational setting, resistance to change is a normal occurrence among the employees who may be used to the old system of operation thus finding it difficult to adjust to a new operational system. Some of the reasons why employees resist change include; the fear of losing jobs, lack of trust in the management, poor timing and However, change in an organization is always deemed as a good practice as it ensures that the operations of the organization are in touch with the changing trends in the market. In a situation where the organization is facing a resistance in its bid to initiate some change, the organizations climate appears tense and disorganized as the workers appear to hold different stands on the issue of change (Grama & Todericiu, 2016).
In a scenario where the organization is facing such an opposition in the bid to execute a new system of operations, the management should always come up with measures to deal with the resistance for the good progress of the organization (Vos & Rupert, 2018). The management should device tactics to deal with the resistance for effective implementation of the change process. Some of the tactics that the management should use include consultative tactics, authoritative tactics and communication tactics. All these tactics should be geared towards making the employees accept the change and support the change process. In consultations, the management should give the employees a chance to air out their complaints; a case that should give the management the basis of addressing the issues.
Student Post 2: Resistance
Resistance to change happens at workplace where the workforce finds it difficult to adapt to change. Usually, it is difficult for people to change the status quo. For example, when using information systems to replace the traditional approach of manual tasks, some employees may find it difficult to adapt to the change. One of the reason is that they are used to the traditional way and learning a new thing may be difficult.
When the resistance to change happens, the organizational climate becomes negatively connoted with the conflicts being emergent (Nadim & Singh, 2019). Some workforce may result to procrastination and poor performance. Lack of change may be associated to retarded growth and inability for an organization to maintain a competitive edge. It causes problems with the implementation of new changes for the benefit of the organization
To remove resistance, it is essential for managers to communicate on the importance of the change. The managers can say that the change will help the employees to have their business processes achieved faster and efficiently; and even though it would be difficult to change from the previous ways of doing things, training to implement the change will be essential in the long run. The mangers can also arrange training for the employees on the use of new changes.
Focusing on the root problems of resistance is essential for reducing the negative connotations of change. As Peter Singe (as cited in Reese, 2020) points out, leveraging on the solving the root problems to change is essential in bringing the best results of reducing limitations to growth and organizational learning.
References
Reese, S. (2020). Reflecting on impacts of Peter Senges Fifth Discipline on learning organizations. The Learning Organization.
