Introduction
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This report is based on organizational change. It is based on the theme of the reasons for resistance to change & strategies to work. In this report, the process of organizational change will be described with its impact on the model of change management. Further, the reasons for resistance to change will also be described to get an understanding in detail. Some strategies to work will also be identified so that change can be implemented successfully without any major hurdles.
Organizational change - A concept
Change is a continuous process in an organization. It leads to many positive aspects that lead to organizational growth and success in the future. Organizational change inspires invention, improves staff and skills, and leads to better business opportunities (Hanelt et al., 2021). Organizational change refers to a process in which a company takes action while changing a major component such as culture, infrastructure, technologies, and internal processes. It has been identified that there are main four successful pillars that lead to change in an organization such as management, planning, leadership, and maintenance of change.
"Change in organizations is not always the same and it is dealt with differently".
The above statement is trying as the organizations have been used certain concepts to get a changing environment according to the situation. Change implemented in the business develops or improves an organization's structure, & culture. Several concepts have been used by different organizations to implement the change in the business according to the current situation.
- Frame breaking v/s Incremental: Frame breaking change is a dramatic & quick change. It can be planned or unplanned as per the requirements of an organization. This concept is used when change is necessary for the business on an urgent basis. On the other hand, incremental change is an idea that sequencers and organizations progress over time by making small changes (Brock, Peak & Bunch, 2019).
- Fine-tuning v/s radical change: When an organization implements change in small inputs that have no impact on the organizational performance. It is termed a fine-tuning change. On the other hand, radical change refers to a change that occurs fast & changes the spirit of social activities or organizational follows.
Process of Organizational change
Any type of change in an organization either is related to the company's structure, culture, leadership, organizational policies, or procedures. They have to go with a procedure of organizational change which is as follows:
- Prepare the organization for change: To implement a change successfully in an organization, they have to prepare the people logistically and culturally. During the phase, the top-level managers focused on enabling employees to identify & recognize the need for change.
- Craft a vision & plan for change: Once an organization identifies the requirement for change, they need to draft a plan to implement a change in the business (Oreg & Berson, 2019). The plan should detail the project scope, stakeholders, key performance indicators, and strategic goals.
- Implement the changes: After the plan has been created, the remaining steps will be followed while empowering the employees to adjust to the change.
- Implant changes within the company philosophy & practices: After initiating the change, the top-level managers must avert to decline to the prior state. This is particularly related to the culture, strategies, workflows, and processes.
- Review progress and analyze results: Implementing a change successfully does not mean that it was successful (Ameen et al., 2018). An organization has to review while conducting analysis that can help the business leaders to understand the change appropriately.
Kotter's Model of organizational change
With the help of this model, an organization can implement the change within the business successfully while finding out its impact on the people, processes, culture, and policies. It includes:
- Create Urgency: This step is to create a sense of urgency regarding the need for change. The managers prepare the employees for the upcoming change to inspire them to participate.
- Put a team together: This step is designed to prepare a b team with all the necessary aspects such as skills, connections, education, and encourage stakeholders (Kang et al., 2020).
- Develop vision & strategies: It is important to have a clear vision and plan strategies to implement the change.
- Communicate the change vision: Once a vision is decided then it is important to communicate with the employees.
- Set short term goals: When an organization set short terms goals to achieve long-term goals then they can do it successfully. Because it enables them to achieve the targets on time.
- Make the change stick: With the help of this last stage, managers' goal is to create a new culture where change can be continued.
Reasons for resistance to change
Resistance to change refers to the unwillingness to adopt changed circumstances. Some reason for resistance to change includes:
- Poor communication: This is the major reason for resistance to change because it has a high impact on the planned organizational change. It has been identified that it is important to promote a culture of transparency to share information regarding modification in an organization.
- Lack of trust and confidence: Lack of trust can be a reason among the leaders and an organization as a whole. It has been identified that lack of trust can have consequences on revenue (Amjad & Rehman, 2018).
- Fear of failure: It has been identified that this is one of the most critical reasons for resistance to change. It is because change can bring a fear that it will be successful or not.
- Constant change: Constant change increases the chances of misunderstanding between the employees and managers. This is because constant changes are less likely to be fully adopted instantly.
Strategies to overcome resistance to change
- Listen to the concern of employees: The first strategy with which an organization can overcome resistance to change is embedded in communication. Communication plays an important role at all levels. Listening to the concern of employees enables an organization to motivate them to adjust to the change.
- Prioritize employees: Change can only be successful if the interests and incentives of employees will be prioritized (Stanley et al., 2018). If an organization implements new processes then they must plan their project while keeping the perspectives of employees first rather than focusing on the system itself.
- Delegate change: Before implementing a change, the top-level managers must delegate change to the employees. They must provide training to the employees to adjust to the change easily.
- Implement change in phases: The change management process must be implemented by an organization to implement a change successfully step by step. This can help them to clear the roles and responsibilities of employees and make them understand how the change will be operated by them.
Conclusion
It has been concluded that change is necessary for an organization to update the process, policies, structures, and leadership strategies. It has been identified that if an organizational change is implemented according to the employees then it will motivate them and improves their productivity. It has been analyzed that it is difficult to adjust to the change easily but some strategies can be followed by them to cope with the change. Several reasons have been identified for resistance to change such as lack of confidence & trust, fear of failure, poor communication, and constant change. Some strategies have also been identified to overcome the resistance to change such as listening to employees, implementing change in phases, delegating change, and prioritizing employees.
