Bus 610 Understanding and Coping with Change

Understanding and Coping with Change

When one thinks of change, there is usually some hesitance that comes along. Not many people jump at the chance to change something that can be considered part of a normal routine. Knowing that change is inevitable because it is always occurring, there are individuals that still try to resist. Because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization (Bolognese, 2002). Some internal and external factors that play a role in why individuals resist change are self-interest, a lack of understanding, a lack of trust in management, a low tolerance for change, and also having different views as to why change is needed. Just one of these factors or a combination of some of these internal and external factors can cause the resistance to change.

There are times when there is no other option but change. In order to deal with the change, there are two different approaches that can be taken. Early research showed that in the 1940's, social psychologist Kurt Lewin first introduced the idea of managing and removing "resistance" to proposed changes occurring within organizations. His early work focused on the aspects of individual behavior that must be addressed in order to bring about effective organizational change (Bolognese, 2002).

In order to deal with the change, there are two different approaches that can be taken. The first is Lewin’s three step approach. Lewin’s approach includes the steps of unfreezing, movement, followed by unfreezing. Lewin’s first step of unfreezing requires a change agent to deal with resistance by addressing individual resistance, as well as pressures for group conformity (Baack, 2012). Examples of ways to overcome individual resistance are showing why the change is needed and using managerial force. Other examples include getting the individuals involved in making the change and by negotiating with bargaining. The...