Groups and Individuals can react differently to organizational change. Evaluate the reasons why people resistance to change. Based on your literature review address one of the reasons why people resist to change. Evaluate how you as a leader will address/overcome this challenge, using change theories, formulate specific tactic to overcome selected reason to resist change (support your assertion with scholarly research).

 

References

 

Shimoni, B. (2017). What is resistance to change? A habitus-oriented approach. Academy of

Management Perspectives, 31(4), 257-270. doi:10.5465/amp.2016.0073

 

García?Cabrera, A. M., & García?Barba Hernández, F. (2014). Differentiating the three components

of resistance to change: The moderating effect of organization-based self-esteem on the

employee involvement-resistance relation. Human Resource Development Quarterly,

25(4), 441-469. doi:10.1002/hrdq.21193

ORGANIZATIONAL CHANGE

With the rapid change and evolving of technology and global changes in economy, businesses have embraced changes and made it a constant thing. However, organizational change has proved to be a difficult process as many employees resist the change. This is mainly because the managers and senior leaders of organizations tend to force change in the organization. Some of the reasons why people resist change include; poor communication and engagement of the employees which is the major reason for resistance to change. The managers and senior leaders should find ways and different channels to communicate and inform the employees about the changes they plan on doing and how those changes will impact the employees and the organization. Job loss is another major reason why employees resist change. This is because, the organizational change may come with downsizing of employees or opportunities for new employment to bring in more experienced individuals to replace the current ones García?Cabrera & García?Barba Hernández, 2014).

Step-by-step explanation

Other reasons for change resistance are fear of the unknown for the employees and for the organization, poor timing for the changes, lack of trust where the employees do not trust the management, fear of failure for the changes supposed to be done, organizational politics which is mainly from the employees and also the stakeholders of the organization may resist the changes if the changes will affect ways in which they benefit from the organization like reduction of their benefits which maybe poorly aligned with their expectations. Peer pressure and poor and faulty approaches to implement the change are also other reasons for resistance (Shimoni, 2017). 

Leaders can overcome these challenges by using several tactics which include engaging the employees effectively. This is done by having the employees give their views and feedback on the changes to make them feel like they are part of the process. Effective communication is important where the employees get to know what the change is about and how it will have an impact on them and the organization as a whole. Communication should be done before and during the changes process. Another way to overcome the challenges is by implementing the changes in stages so that the changes do not overwhelm the people involved and also providing a support system for the employees during the change which is providing individuals who the employees can consult and talk to during the change process (Sharif & Scandura, 2014).