Essay Title: 

Discuss how employee resistance to change can impede the effectiveness of organisational change initiatives. Using examples, describe the strategies managers can use to deal with employee resistance in the workplace.

March 24, 2016 | Author: | Posted in management, mathematics and economics

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Employee Resistance to Change

Resistance is any behavior that tries to uphold the status quo in the face of pressure to change it . It is intrinsically neither good nor bad While managers ‘ aims on a particular change see resistance as an uninvited obstacle to be conquered , it is not always counterproductive Resistance often offers another point of view in a perfectly rational reaction to a planned change . It can offer a check-and-balance that [banner_entry_middle]

br protects important systems or practices from change that is too fast Resistance can also motivate innovative problem solving and foster alternate options that may be better for employees and the organization .Resistance is a natural part of the change process and is to be expected . Resistance occurs because change involves going from known to the unknown . Typically , individuals seek a comfortable level of arousal and stimulation and try to maintain that state . Individuals differ in terms of their ability and willingness to adapt to organizational change . This is because individuals experience change in different ways Some people tend to move through the change process rather quickly while others may become stuck or experience multiple transitions (Bovey Hede , 2001

Resistance can also slow or impede the pace of needed change , in which case it is a problem to be managed . Managing resistance can be hard in any workplace , but where a union exists management must face more sources of resistance , more reasons for resistance , and greater capability to resist than where one is not present . Understanding these features of resistance is a requirement to formulating a labor relations philosophy and change theory for a unionized workplace

Resistance to change in a unionized workplace can come from symbolize employees , the union , or non-represented employees . While individuals within each group may have much in general , they also are different in a lot of ways . Each group has its own exclusive needs as well as interests that must be addressed to efficiently deal with their resistance

Represented employees , union leaders , as well as non-represented employees can all resist change . Whether they in fact do , and if so , the degree and technique of resistance , varies to a great extent , depending on the issues concerned and the anticipated impact of the change . This means a cookie cutter approach to managing with resistance will not work , and that diverse groups and individuals within those groups must be dealt with in a different way . How they must be dealt with often depends on the reason they are resisting

Employee resistance is the act of the recipients or targets (and rarely of agents as well ) to uphold the status quo . Their height of resistance will be affected by how wanted or unwanted they distinguish the change to be . If they distinguish the change as wanted , they can become advocates

Two examples of dealing with Employee Resistance

The approach symbolized in CMMS is very much opposite to traditional methods for… [banner_entry_footer]

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