Posted: April 4th, 2015

Resistance to Change

Introduction

Change can be explained to mean a shift or a transition from the usual normal way to a different way. Thus management change is a shift in the current state of affairs and operations in an organization to a desired state. Resistance to change can be explained as the act of human beings perceiving change as a threat of their normal way of doing things. Resistance can take many forms among human; for example they resistance may be active or passive, individual or organized and aggressive or timid depending on the perceived change.

Communicating change                                                                                                              

Communicating change in an organization refers to the act of leaders making known the available changes in the organization to the employees. The way change is communicated in the organization matters a lot as it sets the precedent of how the change will be perceived in the organization by the employee and the kind of resistance likely to be expressed by the employees. Thus as a good leader communicating change may offer the best chance to test your leadership skills through decision making and consultation regarding the change in the organization. Change is good as it helps improve the working standards in the organization and help to keep up with changing economic and social environment (Luecke, 2003).

Although human beings are always resistant to change and more so on the work place because of the fear of the unknown. An organization can use some strategies that will be effective in the implementation of change in the organization. The department heads should know and understand the factors that cause people to be resistant to change. One of elements that present obstacles to sustaining change in any organization is resistance from people (Paton & McCalman, 2007).

The best strategy for communicating change is through sharing information with the employees as soon as it is available. Letting the employees contribute to the process of decision making will help reduce the chance of encountering any resistance from the employees regarding a particular change in the organization. The below three questions should be a guideline to any leader who wishes to communicate any change. When do I communicate?, what do I communicate?, and how do I communicate?.

Attitudes

An attitude can be defined as an expression of interest toward an object. In business and economic it may refer to a favor towards a particular thing or event by a person. A person’s attitude can either be positive or negative regarding a particular change to be implemented in the organization. Most people view change as a threat to their normal way of doing things and thus may result to offering resistance to the impending change (Cameron & Green, 2004).

Strategies for managing attitudes

Negative attitudes among employees of a given organization towards a given change to be implemented in the organization can pose a lot of resistance from the employees. The management should be made aware of impending resistance to change through understanding their employees better and know when the employees are no satisfied. Job satisfaction is one thing that motivates the employees in a given organization. The leader can always learn of different moods that exist among the employees at any particular time. Thus leaders should set good examples when initiating change in the organization and communicate well and let the employees understand each concept implemented. As a leader one should identify the potential trouble makers in the organization and make them understand the importance of each strategy being implemented in the organization. If potential trouble makers and complainers adopt the change, then all the other employees are likely to follow suit (Luecke, 2003).

Role of leaders in managing change

Transformational leader have the ability to lead by example hence can influence other people in their organization to not only embrace change but also sustain it. Transformational leaders are also able to identify factors that might hinder and block the planned change, such as ineffective communication, lack of employee involvement and hence avoid or eliminate them to sustain the planned change. Change in an organization can also be sustained through generation of short-term goals so they are easily achievable. When employees achieve the goals set by the planned change, they embrace the change and remain committed in ensuring the change is sustained. The change should also allow frequent negotiations with employees in the organization to provide them with the best. If employees are well catered for by the implemented change, they wholly embrace and remain motivated to achieve the set goals. It always very important to communicate the change in an effective and efficient manner as it will set the precedent if any resistance will occur as a result of implementing the change. Change should be communicated at the beginning of a project where the employees are at liberty to ask question which will be answered. New ideas can come up that will make the decision making process more effective and involving other employees help to implement change (Luecke, 2003).

Combining leadership and communication

Leaders in any organization are the figure head in that particular firm and thus they need to take charge of each situation that arises in the organization. Leaders should lead by example when it comes to introducing change in their respective organization. If the leaders understand what type of change the organization needs then it becomes easier to draw out the best strategy to implement this change and make sure all the other employees are able to fall what is being offered as change. Workers always view change as a threat to their normal perceived way of life and activities and thus they tend to desist from this change. So for change to be managed the leaders ought to have the best communication skills that are required in making sure that all employees follow this new change and desist from opposing it in their workplace as it will help the organization achieve its goals and objectives. Leaders need to understand the employees and their needs be met to facilitate that all employees get a clear picture of why change is important in their work place (Paton & McCalman, 2007).

Factors that can sustain planned change in an organization is through appreciation and reward system. When employees are appreciated and rewarded for their hard work, they can embrace, and support change ensuring that it is sustained. A nurse leader should also establish effective leadership systems to ensure that information essential for sustaining the implemented change. When employees are informed of what is always expected of them, they act appropriately ensuring the implemented change is strengthened and hence maintained (Cameron & Green, 2004).

Conclusion

It is important that leaders plan and analyze change. Some of the factors that make planning and analyzing of change in an organization setting are, driving forces for change are identified and enhanced, and the opposing forces for change are identified and minimized. Through planning for change, leaders can involve all their team members to ensure the desired change is effectively implemented. Because not everybody in an organization supports change, leaders should identify sources of human resistance to change and try to eliminate it in order to sustain it. Effective leadership, employee involvement, rewards and effective communication all play an important role in ensuring the planned change is sustained within an organization.