Reflection Paper
Remaining competitive in today’s fast-paced world is a challenge for most companies. In order to meet the demands expected of them, organizational change is crucial to its survival. Yet there are costs involved apart from resistance from employees and which is an aspect that leaders must keep in mind. While one can budget for costs incurred when it comes to organizational change, resistance to change from employees is a factor that is not something that can be tied down to numbers. Still, in being able to examine the reasons why employees are resistant to change and with clear communication, leaders can set in motion new ways of working without stirring up the proverbial hornet’s nest (“Managing Organizational”).
Speaking of which, and among the common reasons why employees are resistant to change, mistrust or uncertainty about the future is the first one that comes to mind. If a change is implemented with prior notice and which comes as an unwelcome surprise, it brings about a fear of the unknown. This is because they have not been given the adequate information as to how this organizational change will affect their jobs (Quast, 2012).
Yet another reason why employees resist change is a sense of mistrust that they have with their manager. If the manager has served with the organization for years, a sense of trust develops with him or her. However, if the manager is completely new, most employees will regard this change as a threat to their employment and will not necessarily accept organizational change as readily as they would in the case of the former. This is clearly because the new manager has not yet earned the trust of his employees just yet (Quast, 2012).
A third reason why employees are resistant to change is because these changes result in the loss of job security. In the case where companies make announcements related to downsizing or restructuring, this only causes fear and resistance among employees since they aren’t sure whether their role at the organization will remain. Others, who are comfortable in the roles that they currently perform, will find it uncomfortable since they might have to move into another role that they are not ready for just yet (Quast, 2012).
Another common reason to resisting change can be attributed to human nature. While some people thrive on change as they enjoy learning new things, others do not feel so comfortable as they would like to stick to a set routine. It is the latter that leaders must worry about since they will be most suspicious and resistant to change and implement change in an orderly and clear manner. Not doing this will mean panic and which in turn can prove to be disastrous for the organization as a whole (Quast, 2012).
One final reason as to why employees find change not easy to deal with is poor timing. Yes, there are demands to be met and problems to be resolved through change. However, when changes are implemented too suddenly or rapidly, this can be difficult for employees to cope with. Leaders should intuitively know when to implement change or even discuss these changes with their employees in a tactful manage so as to overcome any resistance (Quast, 2012).
In closing, and in examining why employees resist change, leaders can circumvent this resistance through clear communication or even suggesting the adequate education that is necessary for employees to negotiate this period of organizational change themselves. Giving employees these tools while also maintaining trust is paramount to successful organizational change and what distinguishes average leaders to great ones (“Managing Organizational”).
References
Managing Organizational Change. (n.d.) Inc Website. Retrieved from http://www.inc.com/encyclopedia/managing-organizational-change.html
Quast, L. (2012). Overcome The 5 Main Reasons People Resist Change. Forbes Magazine. Retrieved from http://www.forbes.com/sites/lisaquast/2012/11/26/overcome-the-5-main-reasons-people-resist-change/#2a4197d33393
