Organisational Change- Why it is Often Resisted

Reasons why Organisational Change is Always Resisted

“Change is nothing new and a simple fact of life. Some people actively thrive
on new challenges and constant change, while others prefer the comfort of the
status quo and strongly resist any change. It is all down to the personality of
the individual and there is little management can do about resistance to
change (Mullins 2010: 753)”
organisational changethe successful implementation 0f change in a workplace is highly dependable on the willingness and corporation of the staff and people involved. change is very necessary at certain points in time in the life of an organization; either to meet up with customer demands, health and safety regulations or changes in technology. However, most corporations undergoing changes in their operation will often face resistance from their staff, employees and the corporation itself.
A lot of reasons surrounds why organizations and individuals resist change in the corporation and today we will look at three reasons why individuals and corporations always resist change

Reason 1: Loss of Culture, Status Quo and Freedom

organisational change 1Every institution has a set of norms and principles that they all believe in, some of which could be considered as their traditions. such norms in the long run will become part of the institution and so in the event of any change initiation that might affect that culture that has been developed over the years, there will definitely be resistance from those who believe so much in this culture. You will often hear them make comments like “…this is how we do things here..” and as such, unless you follow their old pattern, you will definitely meet with resistance. Basic changes that an institution could initiate and which might meet with resistance are changes in the dressing code, initiating the putting on of Access card all the time by employees and punctuality if that was not there before.
After serving in a company for a long time, some of the employees might become very contented with their current status quo and any attempt to change it, be it for negative or positive intensions, might be met with resistance from the change participants. also, there are circumstances where an employee has always operated freely with little or no monitoring and in the event where the new management decides to implement new monitoring schemes, such will not go down well with the employees. Change initiators must therefore understand the change participants and identify how the change will affect their status.

Reason 2: Poor Communication

Most often, change resistance is as a result of poor communication of the change to the participants by the initiators. For change to be well implemented with little or no resistance, the change initiators must ensure that all the change participants are well informed and on time. `Some of the change participants might need alot of time to adjust to the change, while some might hate surprises and so for the benefit of every one, it is important that the change should be well communicated. Management should not just focus on giving line managers the the details of the change, but they should ensure that the information is communicated at all levels..

Reason 3: Economic loss

changeSometimes change could have a negative economic impact of the change participants. Change could be initiated in the company probably because the shareholders and management are trying to cut cost which may result in the elimination of certain facilities and luxuries that used to exist in the company. At times, the fear that such a change could actually lead to a cut in salaries or allowance with may participants very unwilling to accept it. employees are always very sensitive when it comes to their fiduciary relations and so an attempt to reduce their salaries or benefits will meet with mass resistance.
Genenrally, change resistance will often be as a result of the fear of the unknown. Employees are always skeptical of what will be the outcome should such changes be implemented and so if proper communicated at all levels, they will be able to understand what they are expecting from the change and also better prepare to fit in. This will also help them to overcome that fear of the unknown and there will be little or no resistance

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