LEADERSHIP AND CREATIVE SOLUTIONS

I have witnessed the symptoms of resistance to change in my organization. The main symptoms are the breakdown of communication, low morale and self-esteem, and low productivity where employees are busy but produce little ("5 signs your employees might be resistant to change," 2018). Increased absenteeism and increased gossip are also sign of resistance to change ("Organizational change: 8 reasons why people resist change," n.d.). Passive symptoms include absenteeism and low self-esteem amongst employees and have also experienced active forms of resistance to change, such as a breakdown in communication. I have only experienced this type of symptoms as a resistor.

The various rationale behind resistance for change are; likelihood to lose job safety in the association, poor merged recompense schemes, the anxiety of the unknown, the climate of mistrust within the organization, fear of failure, organizational politics, and peer pressure (Mathews & Linski, 2016). The top three include job security, doubt within the organization, and peer pressure.

The three hardest reasons for resist change difficult to deal with include losing job security, fear of failure, and organizational politics. When employees see that changes may retrench them, they resist because their income is at stake (Hughes, 2018). Fear of failure also is hard to deal with as the individuals think that organizations may fail, and they can lose their incomes.

When I work at The Coca-Cola Company, some managers resist, including technology, in market research. To prevent these, change sensitization to managers before crafting change strategies is vital (Belyh, 2019). As a manager, using vote-based decision-making is feasible as resistance comes from a minor individual in the management.

McKinsey 7 S Model of change is the best approach to be used to manage resistance. This approach offers ways and strategies to understand the deep insight into organizational change ("role of line managers in making or breaking organizational change interventions," 2015). This approach integrates both the emotional and practical components of change, making employees accept the transition (Belyh, 2019). This approach considers all stakeholders of the organization in transition, and thus, important aspects are not omitted.

References

5 signs your employees might be resistant to change. (2018, may 25). Process Excellence Network. https://www.processexcellencenetwork.com/organizational-change/articles/5-signs-your-employees-might-be-resistant-to-chang.

Belyh, A. (2019, September 20). Major approaches & models of change management. Cleverism. http://www.cleverism.com/major-approaches-models-of-change-management/.

Cinite, I., & Duxbury, L.E. (2018). measuring the behavioral properties of commitment and resistance to organizational change. The journal of Applied Behavioral science. 54(2), 113-139. https://doi.org/10.1177/0021886318757997.

Cuadra-peralta, A. A., Veloso-Besio, C., Iribaren, j., & Pinto, R. (2017). Intervention for supervisors, based on social skills and leadership. In order to improve organizational climate perception and organizational performance outcomes. Journal of Organizational Change Management, 30(2), 281-292. https://doi.org/10.1108/jocm-10-2016-0205.

Hughes, M. (2018). Resistance and organizational change readiness. Managing and Leading Organizational Change, 219-236. https://doi.org/10.4324/9781351265966-13.

Mathews, B., & Linski, C. M. (2016). Shifting the paradigm: Reevaluating resistance to organizational change. Journal of Organizational Change Management, 29(6), 963-972.

https://doi.org/10.1108/jocm-03-2016-0058.

Organizational change: 8 reasons why people resist change. (n.d.). Management is a Journey®.

https://managementisajourney.com/organizational-change-8-reasons-why-people-resist-change/

Patterson, T., Stawiski, S., Hannum, K., Champion, H., & Downs, H. (2017). Undefined.

https://doi.org/10.35613/ccl.2017.2037.

The role of line managers in making or breaking organizational change interventions. (2015).

https://doi.org/10.4135/9781473990906.

5 signs your employees might be resistant to change. (2018, May 25). Process Excellent Network. https://www.processexcellencenetwork.com/organizational-change/articles/5-signs-your-employees-might-be-resistant-to-chang.

This article uncovers the five common signs that employees depict as a sign of resisting. Change. It gives examples of poor communication, absenteeism, and low morale as symptoms of change resistance. The journal concludes with approaches that can reduce the resistance to change in the organization.

Belyh, A. (2019, September 20). Major approaches & models of change management cleverism . https://www.cleverism.com/major-approaches-models-of-change-management/.

The article outlines models in change management in the organization. It gives examples of the Lewins and mc Kinsey 7s models of change and explains how they influence change management. The article is vital as it outlines how managers can employ these models to promote organizational change.

Cinite, I., & Duxbury, L. E. (2018). Measuring the behavioral properties of commitment and resistance to organizational change. The Journal of Applied Behavioral Science, 54(2), 113-139. https://doi.org/10.1177/0021886318757997

This article explains the relations of behaviors and commitment in recognizing the occurrence of resistance to organizational change. The article also describes how behaviors such as latness and reduced productivity can signal resistance to change. The article is crucial as managers can use their knowledge to identify symptoms of resistance to change.

uadra-Peralta, A. A., Veloso-Besio, C., Iribaren, J., & Pinto, R. (2017). Intervention for supervisors, based on social skills and leadership to improve organizational climate perception and organizational performance outcomes. Journal of Organizational Change Management, 30(2), 281-292. https://doi.org/10.1108/jocm-10-2016-0205.

The article outlines how supervisors can use leadership skills and aptitudes to increase organizational performance. The article mentions the idea of inclusivity; leaders should ensure that all stakeholders are included in decision making so that changes happened when everybody is aware. The article is crucial as it shows how managers can use leadership skills to fight the resistance to change.

Hughes, M. (2018). Resistance and organizational change readiness. Managing and Leading Organizational Change, 219-236. https://doi.org/10.4324/9781351265966-13.

The article talks about ways of strategizing and implementing organizational change. The article also spells out strategies to meditate resistance to change. The article is vital as it outlines ways managers can use to impart change through the organization.

Mathews, B., & Linski, C. M. (2016). Shifting the paradigm: Re-evaluating resistance to organizational change. Journal of Organizational Change Management, 29(6), 963-972. https://doi.org/10.1108/jocm-03-2016-0058.

The article gives the opinion of viewing resistance to change optimistically. The article emphasizes on physiological approach to understanding why people resist change. This article plays a crucial role in giving leaders the practice of making creative and sustainable solutions.

Organizational change: 8 reasons why people resist change. (n.d.). Management is a Journey®.

https://managementisajourney.com/organizational-change-8-reasons-why-people-resist-change/.

The article explains the eight common reasons why individuals can resist change. The article cites job security, organizational dogmatics, and poor reward systems as the major reasons people resist change within the organization.

The role of line managers in making or breaking organizational change interventions. (2015). https://doi.org/10.4135/9781473990906.

The article outlines the responsibilities managers have towards organizational change and their roles and contribution to ascertain feasible organizational change. The article is important as it outlines how managers can use to ensure sustainable organizational change.