Management of Change

                                              Management of Change 

                                       Source : http://possiblemind.co.uk

All leaders have to accept changes when coping with practical business environment which are compulsory and effect to individuals and organizations (Belias and Koustelios, 2014)

According to Horman et al., (2012) Process of organizational change and resistance were analyzed with two dimensions.

1.     Horizontal Analysis – This is focused on the similarly designated work forces’ interaction.

For example various types of departments have to participate as project team members to implement the schemes in the organization. There will be a pool of different talents and ideas which will cross each other. However without the mutual understanding this will lead to mental withdrawal.

2.     Vertical Analysis – Based on top level to low level.

For example top level convinces the low level to participate in change. However it is study of war between official groups which will show the relativity on organizational change effectiveness. 

According to Armstrong and taylor (2014) the reasons and solutions for change resistance described below.

REASONS TO RESISTING CHANGE

·        The shock of the new – Most of the people are with attitudes that they are not protected with the new, their daily routines will get clashed and sometimes they might be in a different view that the management is pretending and indirectly they will do something not that much good for the employees in it.

·        Economic fears – Job insecurity and the impact on salary portion.

·        Inconvenience – Negative pressure on life.

·        Uncertainty – Due its instability employees will consider it as negative.

·        Symbolic fears – Even with a small change in the working space, they will be unsure on the impact in future.

·        Threat to interpersonal relationships – Everything that disturbs the cultural and social relationships and facts will not be followed.

·        Threat to status or skill – The presumption about new changes will minimize the specified identification and status in the organization.

·        Competence fears – Fear on the capability to suit with new routines while directing to achieve new. 

        HOW TO RESOLVE RESISTANCE OF CHANGE

• Analyze the effects for the jobs of the work force by measuring the power of influence. 

• Discover the adverse response of people.

• Create a strategic plan and communicate among all the responsible areas on the changes to educate all.  

• Create adequate demonstration for the meetings which discussed about adverse reactions of people to confirm their understanding on the current changes.

• Involve workforce in the decision making process in order to make them comfortable and understand and feel safe of the current changes.  

Conclusion : 

With this viable environments organizations have to change accordingly to face the new threats and gain chances with globalization. This a tough process which can lead to downfall if the leaders do not evaluate future goals correctly. All the employees have to involve in this process by communicating them. We must arrange frequent meetings in order to gain feedback and to check the progress.However before implementing a change we must configure its suitability and the practical usage of it.

References :

Armstrong, M,Taylor,S 2014, Armstrong’s Handbook Of Human Resource Management Practice,Kogan Page Limited, United Kingdom.

Pieterse, JH, Caniëls, CJM, Homan, T, 2012, Professional discourses and resistance to change, Journal of Organizational Change Management,
Vol. 25 Iss: 6 pp. 798 - 818

Belias, D, Koustelios, A, The Impact Of Leadership And Change Management Strategy On Organizational Culture,European Scientific Journal , March 2014 Edition,  Vol.10, No.7 Issn: 1857 – 7881 (Print) E - Issn 1857- 7431.