Organizational Change Resistance

Provide a 5 pages analysis while answering the following question: Organisational Change Resistance. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required.

Organisational change refers to the transformation of a company’s structure, position and quality, which is achieved by bringing in the most recent dealings and ideas aimed at improving global adjustment and performance of the firm. There are two kinds of organisational changes that can be introduced in a company. The first one is first order change, which is also referred to as evolutionary or incremental change. The second one is second order change, which is also referred to as revolutionary or strategic change. Evolutionary change is usually implemented at a small scale, therefore, aiming at changing few sections of the company such as, reshuffling departments. On the other hand, revolutionary change is usually radical and involves changing the entire framework of the company, for example, the organisational structure. Organisational change can either be planned or emergent. An organisation can plan organisational change by highlighting the required changes and projecting the time required to implement them. This is done when an organisation wants to change its status from a disreputable organisation to a reputable one. Then again, an organisational change can be developed circumstantially when it wants to adjust to unexpected changes such as new competition in its business environment.

Organisational change can be attributed to various reasons such as, emergence of new technologies, market competition, different kinds of economic crisis and organisational growth among others. Resistance to change is normally seen in an organisation, as employees try to maintain the status quo. Resistance to change is a time consuming and expensive process that hinders productivity in an organisation. It may have damaging effects on the organisation if it is ignored. It comes from various factors relating to employees’ fear from adverse effects of change.

Firstly, employees may refuse to accept change as they avoid uncertainty. Change brings new situations and opportunities, which may trigger unpredictability among the employees. They may fear losing established relationships or familiar tasks, therefore, being deemed ineffective. They see this as a threat to their jobs, therefore bringing doubts in their future careers. Secondly, resistance to change may emanate from lack of understanding, whereby the employees do not have enough information concerning the changes that are to be introduced in the firm.

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