Resistance developed change and applying it with nominal interference

Resistance to change is where an action is taken by anindividual and groups when they recognise a change that is arising and may be athreat towards them.

For the majority of business change is inevitable unlessthey want to allow their competitors to get the better of them, change could beseen as a threat, an opportunity or a problem it all depends on the perspective.Generally people are used to change whether they are up for it or not,resistance to change and acceptance are normal in any situation. Resistance tochange may not necessarily be seen as problematic, because with change resistanceis to be expected. Since change is a constant factor in the business worldmanagers will be appointed the task of managing the developed change andapplying it with nominal interference on how things are operated in the business.If this wasn’t done effectively the business will have to deal with a muchlarger resistance to change which will be highly problematic for the businessand will be delegated to the managers of the business.

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The commitment andcommunications between both employer and employee has a big factor to play inthis because if the business was to implement a change they could hold ameeting before initiating the change to see how employees react to this, ifthere is resistance then the managers will be able to communicate the resistantemployees and find a way to work around the resistance, this will ultimatelybenefit the business in the long run because all employees and managers will beon the same page for any upcoming changed in the business. (B, 2017)(Prosci, 2017)Managers can win their employees resistance to change by preparingfor it, this means that when management of a business is strategizing andplanning a change within the business they will be able to anticipate points ofresistance and try and head ahead of them while they can, during the process ofchange management plans could be used to focus solely on helping individualsthrough their own process of change and addressing any likely barriers they mayhave to make the change successful on the work floor, there management plansconsist of; communication, coaching and training. The next step would be tohelp reinforce the change that was put into place, feedback could be collectedfrom employees through questionnaires to further understand how employees feelabout the change. With this feedback the business will be able to identify themain reasons why employees where resistant, with this information the businesswill be able to know exactly why the employees were unhappy with the change andincorporate it into future changes the business may have. (Prosci, 2017) (Smith, 2017)It is clear that in all businesses change is fundamental,with change will always come resistance from employees that are not comfortablewith this, however there are ways for businesses to react to this as mentionedabove.