Change, resistance, employee, individual's resistance, Donald Baack, Daveed Gartenstein-Ross, Paul Roger Lawrence
In an ever-changing world, it is inevitable to experience change in everyday life. Change may occur in diverse ways (either planned or unplanned). One's ability to adapt to change goes a long way in influencing the impact it creates on the individual and/or the organization. One change that keeps occurring is the change in technology. As the need for easier ways to do things escalates, scientists become creative day by day to satisfy the never-ending need for the latest and state of the earth technology. In spite of how good or bad the change, it is inevitable for people to disagree with it, or refuse to adapt; hence protest. This piece will cover organizational change and why; reaction to change; and the way forward.
[...] Stages of Paradigm Shift in an Organization. Small Business – Chron.com. Retrieved from: http://smallbusiness.chron.com/stages-paradigm- shift-organization-78904.html Lawrence, P.R. (1969). How to deal with resistance to change. Retrieved from: https://hbr.org/1969/01/how-to-deal-with-resistance-to-change Rick (2011) Reasons why people resist change. Change management. Retrieved from: https://www.torbenrick.eu/blog/change-management/12-reasons-why-people- resist-change/ Sindhuja, S. (n.d.). Organizational change: meaning causes and its process. Retrieved from: retrieved from: https://www.businessmanagementideas.com/notes/management- notes/organisational-change/organisational-change-meaning-causes-and-its- process/9178 Webster, M. (1828). Dictionary. Retrieved from: https://www.merriam-zwebster.com/dictionary/change Yeats, W. [...]
[...] B. (1919). The Second Coming. Potw. #351. Retrieved from: http://www.potw.org/archive/potw351.html Zakaria, W. F. A. W. (2012). Alvin Toffler: Knowledge, Technology and Change in Future Society. International journal of Islamic thought. Vol 1. 54-61. [...]
[...] Consulting everyone concerned will go a long way in mitigating potential resistance. Unless the behavioral patterns of the employees change, the change will have a little impact on the effectiveness of the organization (Sindhuja, n.d.). Since employees are the ‘ground Soldiers' who take the change to all and sundry, their attitude toward the change goes a long way. A solution which has become increasingly popular for dealing with resistance to change is to get the people involved to “participate” in making the change (Lawrence, 1969). [...]
[...] They (the disagreeing staff) continued to show up at 0900. Anger and confusion were the order of the day. Management reacted with a sign-in book that recorded attendance and arrival time. A line was drawn at 0801 and every employee arriving after that time was first given a written warning. Suspension followed if behavior persisted. The last resort was being laid off. Some complied, few others quit and defected to other media houses with flexible conditions but less pay and little or no chance of upward mobility. [...]
[...] Business hours were changed, and much emphasis was put on dress code and best practices. Organizational change does not only come from management. Many a time it can be influenced by employees. When conditions of service are unfavorable, employees become alerted about the need for change. Some endure to the status quo until it becomes unbearable. From there onwards, they begin to either quit or engage management about a change. II. Why change? A superior once said that “if it is not broken, don't fix it”. [...]
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