What Are The Key Arguments For And Against Managing Resistance To Change?

What are the key arguments for and against managing resistance to change?

This essay will analyse whether employees in the United Kingdom are or not ready to face new proposed changes within their organisation and whether these changes make them resist to the unknown. Resistance to change is when employees are opposed to transformations or modifications that alter the status in their workplace. In general, resistance to change is challenging and could affect the speed at which an innovation is adopted but changes takes as long as who is or are driving it want it to take. If the sponsors of change are committed to work though the resistance to change and are willing to overcome it, that resistance from employees could decrease and benefits will realized faster. In this essay it will be argued that changes must continually occur, even though is never an easy process, with the commitment from employers to manage the resistance to change it would be easier to encourage their employees to expand their learning to take thoughtful risks.

Organisational development researches, such as Philip Atkinson (2005), states that most organisations do not have a good path record of managing change. Employees are misunderstanding why change is necessary and are feeling fear to the unknown and to changes their routines. Most people resist change just because they do not have idea why are they being asked to change and wonder if their needs will still be met (Torben, R 2014). However, it is necessary to be clear at whether organisations wants to manage the resistance from employees to change, why is the change necessary? Changes are required to close gaps such as the organisation objectives that are not being met or needs that are not being satisfied, are necessary to met new opportunities to increase the competitiveness of the organisation within the market place and in order to increase efficiency and lower costs it is necessary to make changes in technology. Accessing to new changes, it may involve new learning and this can only be accomplished by communicating often directly with employees (Berube, D 2012).

According to Torben (2014) in ’12 reasons why people resist change’, he mentioned that one of the reasons employees resist change its because they do not believe that the change they are being ask to face can be competently manage by the organisation. People in organisations do not trust in how their employers are developing and driving the change methodologies because of the poor performance and a declining motivation it may cause (Atkinson, P 2005). Possible major problems in managing change in organisations is dealing with and driving the resistance the company will encounter and whether the initiative is focused in, the problems encountered will be similar, then it is odd not to attract resistance to any change. However, what organisations in some cases do its to encourage coaching plans that are

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