Discussion with 2 responses

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Name: Lucky

Student post 1:

In an organizational setting, resistance to change is a normal occurrence among the employees who may be used to the old system of operation thus finding it difficult to adjust to a new operational system. Some of the reasons why employees resist change include; the fear of losing jobs, lack of trust in the management, poor timing and However, change in an organization is always deemed as a good practice as it ensures that the operations of the organization are in touch with the changing trends in the market. In a situation where the organization is facing a resistance in its bid to initiate some change, the organization’s climate appears tense and disorganized as the workers appear to hold different stands on the issue of change (Grama & Todericiu, 2016).

In a scenario where the organization is facing such an opposition in the bid to execute a new system of operations, the management should always come up with measures to deal with the resistance for the good progress of the organization (Vos & Rupert, 2018). The management should device tactics to deal with the resistance for effective implementation of the change process. Some of the tactics that the management should use include consultative tactics, authoritative tactics and communication tactics. All these tactics should be geared towards making the employees accept the change and support the change process. In consultations, the management should give the employees a chance to air out their complaints; a case that should give the management the basis of addressing the issues.

Student Post 2: Resistance

Resistance to change happens at workplace where the workforce finds it difficult to adapt to change. Usually, it is difficult for people to change the status quo. For example, when using information systems to replace the traditional approach of manual tasks, some employees may find it difficult to adapt to the change. One of the reason is that they are used to the traditional way and learning a new thing may be difficult.

When the resistance to change happens, the organizational climate becomes negatively connoted with the conflicts being emergent (Nadim & Singh, 2019). Some workforce may result to procrastination and poor performance. Lack of change may be associated to retarded growth and inability for an organization to maintain a competitive edge. It causes problems with the implementation of new changes for the benefit of the organization

To remove resistance, it is essential for managers to communicate on the importance of the change. The managers can say that the change will help the employees to have their business processes achieved faster and efficiently; and even though it would be difficult to change from the previous ways of doing things, training to implement the change will be essential in the long run. The mangers can also arrange training for the employees on the use of new changes.

Focusing on the root problems of resistance is essential for reducing the negative connotations of change. As Peter Singe (as cited in Reese, 2020) points out, leveraging on the solving the root problems to change is essential in bringing the best results of reducing limitations to growth and organizational learning.

References

Reese, S. (2020). Reflecting on impacts of Peter Senge’s Fifth Discipline on learning organizations. The Learning Organization.