Regardless of which type of trust or working environment that a company may be operating under, there is always some sort of change problems whereby workers tend to resist on changes that are being applied. This essay will focus on some of the steps that anticipate employee resistance to change, what approaches can be used to manage resistance and how a leader can develop employee involvement in their leadership.
Although an organization may seem to be operating smooth, there is always some point of resistance that exists there in between. Technological change is the core business project that is underway. The aim of the project at hand is to develop an organization change program. This is aimed at enabling employees get new ideas of work and how they can work with the new technology. Some of the forces that make the project to be implemented include; diversity of workers, social trends, economic shock, competitive forces among others. Each and every business is bond to change so as to meet the market standard which will help them in the current rapid competition which is revolving at a high speed, (Barbara & Swailes, 2010).
In order to ensure that your organization change is productive or have worked accordingly, ensure that you are familiar with resistant changes that might affect your program. What are the measures that you have put in place to address risks that might arise in the cause of your project? That are some of the things that one is required to look at. There are at least three types of resistant changes that might arise in the process of the project. Individual causes such as ways on how individual usually take their activities is one of the causes that might hinder the entire process. Another cause is the group cause. In any give company setting environment, employees usually share a lot of things which means that incase the technological change that is planned to take place will affect them, there is some sort of group resistance aspect which will prevent that change to implemented and monitored accordingly, (Poole, 2008).
When applying your change value programs, ensure that you have put all aspects that might cause resistance into consideration before you initiate your project. Structural causes are another type of resistance behaviors that in most cases prevent success of a given change. For this case our technology change might be affected with some of the structural company’s settings. In some instances, short term causes do affect how change is perceived by work. What is the aim of our technology change? This is a very good start point to argue before we initiate what we have to change else results that will be realized from the project might be unpleasing, (Tobin, 2009).
Although when starting any type of change program you don’t expect any form of resistance, there is certainly some of individuals which even though the change is favorite for the company, they will actually resist. There are so many things that count to the cause of resistant to change of which they differ from one company to the other. The first thing to manage resistance when applying your change is to ensure that you have addressed correctly the reason behind your change. This is to incorporate your employee on your plans and make them see how beneficial say like the technology change will help them in their work ethics, (Poole, 2008).
Having made yourself clear on the main issue behind the change, expect some steroids resistance who are usually there to disagree with any type of change that might be raised. The first thing here is to look who is resisting your change. Those who seem to resist change are called for a private meeting where their concerns are listened. During the discussion time, ensure that you have made it clear the motive behind change projects and that in order to ensure that the project is successful you need them to participate fully, i.e. their contributions are highly needed. Put your words clear to them that what ever you are putting in place is for the benefit of the organization and at the same time it’s for their own benefit because incase of our program work will fast and effective hence enabling activities to learn accordingly, (Tobin, 2009).
In order to integrated the process of resistance to change, ensure that dialog keeps on and ensuring that employees have perceived your concerns on the right way. Establishment of change is the most important thing to consider simply because if you employ changes without a plan you might find difficulties there in which might affect your workers environmental working conditions. Let your employees be part of the technology change for this case and show them how beneficial the project will be in the long run, (Barbara & Swailes, 2010).
Barbara, S., & Swailes, S. (2010). Organizational Change (4th Ed). Canada: Pearson Education
Poole, M. S. (2008). Organizational change and innovation processes: theory and methods for research: Oxford University Press
Tobin, R. (2009). Overcoming resistance to change: Kogan Page Publishers