RESISTANCE AND COMMUNICATION
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Change is an unavoidable thing in various organizations. Change is something that is difficult and is most feared in almost all workplaces. An organization, for example, a prison system has the upper management which may involve the government of that specific state and the rest of the workforce and now the inmates. Change may be suggested at any point, not necessarily the government. The rest of the individuals involved in the change tend to resist the change for one or many reasons. Change may be the implementation of new technology in the system or any other variation which could better the working conditions or living conditions of the individuals located in prison. The various reasons for resistance to change include fear of failure lowered performance and even uncertainty (Bosworth, 2017).
Most individuals are very much okay with the way things are currently, the inmates may be used to their way of doing things and are afraid life will be harder when something new is introduced. The management may also fear the introduction of new schemes, they being in their comfort zone may end up resisting change since they are scared it would fail them. Secondly, people naturally are scared of the unknown; they do not know what comes with the new changes that need to be done and involves their working conditions. People prefer their current situation rather than something new that they do not understand what it comes with. The third reason as to why individuals in a prison system especially the workforce could resist changes is because they think that the change would lower their job performance, some employees are competent in their current used system of work and hence they would resist change thinking it might lower their competence leading to them being fired or not rated as among the best employees (Bosworth, 2017).
The causes of the resistance may be associated with the above genuine reasons or dictatorship and influence. The workforce may influence each other that they resist certain changes altogether, inmates may also do the same thing. This may be communicated through a strike or a demonstration. Dictatorship may result in resistance, and this is mostly associated with the top management. The core leaders may just say a big NO to change and that is all if nothing can be done about it.
The plan for overcoming resistance in a prison system is by coming up with potential ways or strategies on how to deal with resistance in a prison setting. The management or the associated department should come up with a plan and also communicate with the rest of the management and not forgetting the inmates since they are also going to be affected by the changes being implemented.
First and foremost, the management should listen to the inmates plus the other workforces in prison, listen to their views and opinions on the change that needs to be implemented. By listening to their concerns, it will reduce their pressure. The management should give a hearing ear to the rest of the persons involved so that they can feel part of it and understand that they are not being dictated or forced into the change. The management after listening to the inmates and the lower management should try to understand them, as input themselves in their shoes and finally consider their concern in the plan for change. The other thing that needs to be doing is communicating with them the exact reasons as to why the change needs to be implemented. The goods that the changes shall come with and even the disadvantages, this will help them think about it and also reduces their fears and helps them stop having the uncertainties ((Hynes & Veltsos, 2018).).
After communicating about the change, the management should leave the employees and the inmates to make a decision if they are now for the change or still against the change. This is making it up to them, and it makes them feel part of the plan. After that use some of them as their leaders. As in delegate the managerial work to few individuals from the employees and even some inmates. They can listen to them better since they are at most times united. The data about the change should also be exposed to them that they see it as a transparent thing. With this strategic plan, I am sure they will positively embrace the type of change that is required to be implemented (Hynes & Veltsos, 2018).
Communication is an essential tool for whichever organization. If something needs to be delivered appropriately, then good communication should accompany the plan. The person trying to deliver the reasons as to why change needs to be implemented should have good communication skills so as to win the attention of their audience and as a result, they’ll have positive feedback. Good communication skills include listening to the speaking, allowing turn-taking, asking questions and answering the ones asked and also being audible and exited while delivering the concept. If reasons for the change are well communicated, trust me the inmates and those other employees will be in for the change. But if the management tries to forcefully implement the changes, the other parties will harshly resist (Hynes & Veltsos, 2018).
There are several communication strategies through which the reasons and importance of the change can be communicated to the audiences involved. The first one is the social media platform. Most individuals live online, they tend to watch and read what is trending on the social media, and in this case, reaching them via the social media channel could be so easy. One of the management stuff can post an eye-catching explanation of the change that is being brought into that organization, the purpose, advantages and even the disadvantages of the new change should be defined. The social media platforms that are reported to be mostly used are the ones that will best serve the purpose, these include FaceBook, What Sapp and Instagram. Employees and other individuals concerned shall be aware of the change. The other strategy is the use of entertainment platforms, for example, using adverts that appear during breaks in TV shows. Most people watch shows, soap operas, and other programs, so if an advert that communicates what is entailed in the change plan, most people will have been captured and informed. Also, the employees and other individuals whom the plan affects can be called for a meeting and have a few speakers to talk deeply about the change. The persons communicating the plan for change should be more than one, should be exited and have good communication skills so as to avoid boring the audience (Rubin, 2017).
The strategy that best suits a prison system is the use of meetings. This is because inmates are not allowed smartphones. This is the only way they could be communicated to. Since they are not in their homes where they could easily access TVs, radio, and smartphones. They are called for a meeting, and then people from the upper management can talk to them about the plans for change. Their response should not be taken for granted (Rubin, 2015).
Hereby is my solid plan for my change initiative. The change to be implemented is the use of meal cards for inmates while being served their meals. This affects all inmates plus the employees in the kitchen area and a few prison wardens. First and foremost, I will call them for a meeting at the meeting point. Have them understand the initiative then listen to their views. After that, I will make it up to them; I will leave them to think and decide if they are in for the change or not. I will have identified two or three representatives who will bring me their feedback after they have reached a conclusion. I will ensure that they see how the new implementation will work, how transparent and orderly the serving of meals will be after that. For sure, I think my solid plan will work perfectly (Rubin, 2015).
References
Bosworth, M. (2017). Engendering resistance: Agency and power in women's prisons. Routledge.
Hynes, G. E., & Veltsos, J. R. (2018). Managerial communication: Strategies and applications. SAGE Publications.
Rubin, A. T. (2015). Resistance or friction: Understanding the significance of prisoners’ secondary adjustments. Theoretical Criminology, 19(1), 23-42.
Rubin, A. T. (2017). Resistance as agency? Incorporating the structural determinants of prisoner behavior. The British Journal of Criminology, 57(3), 644-663.