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ORGANISATION BEHAVIOUR-OVERCOMING RESISTANCE TO CHANGE IN ORGANISATIONS
DEFINITION
To succeed in dealing with or controlling the act of using force to oppose the act of making something different in an organisation.
INTRODUCTION Write your Overcoming Resistance To Change In Organisations research paper
Most people are, in the full of excitement and without rest world that we currently live in, subject to some form of change affecting their lives.Whether it be a change in policies, frequent restructuring of the health system, the appointment of new ministers, or even a new pet dog, they are all forms of change that mankind has to deal with.Some persons deal very well with change and thus adapt quickly to any new situation.Others that fear of unknown or fear that they do not have the skills they will need if changes are implemented, do not find this easy at all, and therefore resist any changing situation that might occur.The object of this assignment is to help identify the reasons for resistance to change, how to overcome the resistance.Once one understands more about change, the easier it is to adapt.
Reasons for resistance to change
1) Uncertainty about the causes and effects of change
People may worry that their work and lives may be affected, and feel threatened and manipulated, or losing some of their power.They may take action to prevent the change happening.
) Unwillingness to give up existing benefits or self-interest
Although the change may benefit the organization as a whole, some individuals may lose power, status or benefits in some way.The amount of resistance generated will depend on the amount that the group or the individual feel will affect self-interest.
) Awareness of weaknesses in the changes proposed
People may resist change if they are aware of potential problems that may have been overlooked by the change initiators.
4) Lack of trust and understanding
If one does not understand the change or reason thereof, how can one accepted it. Lack of trust between employees and managers will also create a barrier to the change.
5) Low tolerance for change
Some individuals have greater intolerance to adapt to new situations.Some are likely to resist change just because it is change, regardless of their personal situation.Individuals who are tolerant to change but are continuously subjected to it, may reached the limit of their tolerance.
6) Peer pressure
Normally occurs within groups.If the group is highly cohesive, even reasonable changes will be met by resistance.For example Unions.
7) Different assessments
People have different perceptions.A good idea for one might be a bad idea for another.Different people in different jobs will have different perceptions of a situation.
8) Conservatism
Organisation or people may simply be opposed to change.This can result from a feeling that everything is OK, from loss of touch with customers, from lack of exposure to better way of doing things, or from slowness of decision making, etc…
) Organisational resistance
Resistance to change is usually by individuals, but the nature of the organisation can also cause resistance.Organisation with a tall rigid hierarchical structure with well-defined specification of rolls will find it harder to accommodate change than a more flexible structure.
10) Complexity can also be a problem-Complex changes are more difficult to implement.
According to Peter Drucker in his 1 book "Management Challenges" for the 1st century, "Everybody has accepted by now that change is unavoidable……in a period of upheaval, such as the one we are living in, change is the norm." he writes ( Peter Drucker.1).Organisations that survive in a period of rapid structure change are the change leaders/strong organisations.An organisation may need various strategies and approaches to overcome resistance to change.Change creates uncertainty.There are two types of change, revolutionary and evolutionary.Revolutionary change takes much less time than evolutionary, but it does not give the organisation and its individuals time to learn and respond to the new changes.However, evolutionary change may allow the organisation and its employees enough time to accept that their future role within would have to change.Change is a painful experience for many.To make change work effectively, the CEOs and managers must to be sensitive to the impact of change on people.There are a few methods of overcoming resistance to change
1)Education and communication
The leaders develop and communicate a clear image of the future state can help individuals, groups and even entire organisations to accept the change.It is almost impossible to manage the condition to another if people have no idea where changes are headed.The fact is that many organisations go into the process of change with some basic things that they hope to achieve and cherish value to guide them on their journey.It allows leaders to be flexible creative and open-minded in deciding a future path; but for the individuals it can be frightening.So it is important to explain the future state as fully as you can.
Successful leaders have to spend a big amount of time to meet people one-on-one or in small sessions.They can even use video taped massages to pass on to individuals or groups.To communicate directly to the change leaderfor example Scott MacNealy at Sun Microsystems says he gets more than two hundred internal electronic massages a day during the implementation of change .He knows the employees' think.He puts information on company's websites and employees can gather news on the company Internet.This method will get people to help implementing the change once they are persuaded.However, it can be very time consuming if many people are involved.
Having an intensive " discovery" session, with an environment of open communication, creativity and freedom from distractions, will enable a clear outline of where the organisationis now, what are its objectives, and where are the gaps.This initial session will then help to make a better understanding position for both parties.
)Participation and involvement
By getting more people involve in the planning stage, the more successful the change will be.As people participate they develop a sense of ownership.For example, The Avionics Group was facing decentralization problems, uncoordinated processes and few common measures.Therefore, the group feels the need to deliver its One Company vision by focusing on technology, people and processes by consulting KPMG Consulting.The firm worked with Avionics employees, with more responsibility devolving to the employees over time .They feel responsible to get the things work rather than to oppose it.Furthermore, participants may have some good idea to contribute.They may build understanding and are much more likely to truly hear important message.Especially, if the leaders can get the potential resistor to help in implementing the change, they will have a sense of accomplishment from making it work.As people who participate will commit to the change and give any relevant information they know putting into the change plan.However, it can also be very time consuming if participants design an irrelevance change.And the change leaders have to figure out which information is relevant to the change.
)The creation of a positive environment
To get to a more desirable work situation, the change leaders have to know the importance of the environment.By allowing the employees having enough times to adjust to new procedures, therefore they will understand the importance of the change and how they will benefit from it, will usually be more co-operative in accepting change.The change leaders have to encourage the individuals or groups to try new ideas or be innovative.Obviously, mistakes will be made by going through new ideas, therefore the change leaders should give tolerance to the individuals or groups. Atmospheres in which employees feel safe expressing their negative emotional responses openly.
4)Facilitation and support
The change leaders can show supportive to deal with resistance to change by providing training in new skills or simply listening to the individuals or groups and giving emotional support.As paragraph from www.thesoularium.com/Learning/ml.html When they identified high levels of anger and distrust as significant barriers to communication and collaboration, they provided Emotional Intelligence training and facilitation for everyone on the team, in 0 minute individual sessions.The employees' old skills will be obsolete if no training and education are provided.By implementing programs to retrain the employees for new jobs and help them to develop new skills, they will move likely to support the changes when fear and anxiety lie at the heart have been removed .In addition, by making the changes non-threatening and consistent with the employees' self-image, the possibilities to overcome resistance are increased .People will face adjustment problems upon changes implement.Therefore, building support among individuals and groups is important.However, it can still be very time consuming, expensive and yet still fail.
5)Creation of credibility
By implementing change, it is wise to use a little persuasion to get people change their beliefs. Using credible spokespersons and letting the new message spreads on a positive and logical appeals through multiple channels.However, any negative features of the change need to be highlighted to the public too .By giving several successful experiences through trial bases, people will be more to accept the change; and their resistance level will be reduced as well.
6)Reward acceptance and be fair
Robert Evans said "If you consistently deny people confirmation that their efforts are adequate, you are actually demotivate them" .So it is important to reward behavior in support of change.Because people may show resistance to change if they are not satisfied in the way they are treated.People are more likely to accept the change if they receive positive rewards in the form of pay, promotion, recognition and advancement.Furthermore, it is important for the change leaders to develop a good reputation of fairness in order to gain the individuals or groups' trust.By doing this, it will help the change leaders become effective in implementing and managing change.Normally, people feel uncertain during the periods of change because they are told to start doing their job differently, yet the reward system lags behind and sometimes, the new objectives were being under-minded by the old reward system.Therefore, the change leaders have to be fair to gain people's confidence.
7)Negotiation and agreement
By having discussion with the staffs, the change leaders are able to discover the potential resister.They are the person or group with considerable power to resist and win clearly spoil the whole process of change.Therefore, the change leaders should have to take initiative to negotiate with them and even soliciting written letters of understanding.Once people were convincing, the level of resistance will be reduced.This will help to smooth the process of change.However, this can be very expensive if it alerts others to negotiate for compliance.
8)Timing
The importance of picking the right time to engage "overcoming" strategies as well as dealing with each person individually, and not only as part of a group.People need information most whenever they are likely to be surprised by events.Therefore, right timing is crucial as well as keeping surprise to a minimum.Due to many factors required, to ensure the organization is ready for a change, the change leaders need to be aware of the importance of considering their readiness when embarking on a change initiative.The change leaders should, for instance, make the effort to change elements of the company, which are not satisfying, before they become a problem.They should also consider in what ways the organization could be modified, in order to prevent a reoccurrence of problems that have been thrown up during the change.
)Manipulation and co-optation
To effectively achieve change, to assign the key persons a desirable role in designing or implementing the change process is important.Rather than perceiving change as something that someone is doing to them, they see it as something they have a hand in creating.As people participate, they develop a sense of ownership.If someone is imposing the change upon them, they derive a sense of messing it up.In contrast, they get a sense of accomplishment from making it work.This method is relatively quick and inexpensive solution to resist problems.However, it can lead to future problems if people feel manipulated.
10)Create dissatisfaction with the current state
In order to get to a desired future state, we have to create dissatisfaction with the current state.Most people tend to assume their performance is pretty good until they are hit with comparable numbers form elsewherethe cycle time for new product, consumer satisfaction percentage, total sales per employee, comparison with their competitors and finally realize that it is time for them to change.This will lead the people to take their initiative to implement the change.However, if the change leaders over-emphasize the disaster scenario, people can panic and may ruin the whole process.
11)Explicit and implicit coercion
Having job loss threatening, transfer or lack of promotion can also help to overcome resistance to change.Especially during bad economic situation, people tend to stay on the job instead of going for a new one.Therefore, the employees will have to accept the change at low level of resistance.This is an effective method in term of speed and can almost overcome any kind of resistance.However, it can be very risky if people are angry feeling threatened with the change leaders.
1)Collect and analyze feedback
The routine collection of data and feedback through courses given, surveys, focus groups and formal interviews can help the change leaders to develop an array of sensing devices that constantly take the temperature of the organization and help them figure out what is working and what is not working.When Citibank launched its ATM offensive in New York, rival Chemical Bank retaliated with a major overhaul of its own.Robert Lipp, then the head of Chemical Bank's Consumer Banking, made it a point each morning to stop on his way to work at one of Chemical Bank's Branches and do a piece of personal business.It was his way of getting his own read on what was actually happening out in the field .
CONCLUSION
Organisations do need to change in order to adjust to the changing internal and external environment.This means that the attitudes of the organisation members and the organisation itself have to change along with the structural changes and this does involve expertise from the behavioral sciences.Organisations that overcome resistance to change successfully will stand an opportunity to compete in the future.Therefore, it is essential for companies to take actions to overcome the above mentioned problem.
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