Resistance to Change Paper

Resistance to Change Paper

MGT/426

Resistance to Change Paper

This week we will look at resistance to change in the workforces and what can be done to help prevent the resistance while still maintaining the employee’s ideas and individualism. We will also look at how Lewins model of change can be put into practice and used to make changing easier. We cannot stop change because it is happening all around us. From a business point, some of the changes being made will be successful and others will not.

Change management takes on many forms. It can be anything from as simple as a policy change, or a procedural change, an organizational change, or anything subject to a change. To minimize resistance to a change, the employees who will be effected or indirectly effected by the change need to be involved in the change process. The way the business implements the change is just as important as the change itself. Resistance to change can have a negative impact on the success of the change. Resistance can be found from the organization level, management, and most often with the employees doing the work. Change could help an individual or organizations grow. Change can also be either motivating or stressful and even both at the same time. Every person has their own personality and why they may have resistance to the change. The same applies for organizational resistance to change, for organizational resistance rather than personality it is more about the culture of their organization. Chances are when changes are introduce there will be some type of resistance no matter who it is. To avoid or minimize resistance it is vital that the organization include each individual of the work force involve during the change process.

Organizational causes of resistance to change

Organizations are conservative by their nature. They will actively resist change. Government agencies want to continue doing things the way they have been doing for years. Educational institutions,...