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Ways to manage resistance to change

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Ways to manage resistance to change

Introduction

Before looking into resistance to change in management,  first we need to understand what change is. According to Fritz (2019), change can be described as the process which involves making something different from its natural state. In management, change is inevitable in all businesses or projects.  Change of management can be as a result of many underlining factors. These factors include the need for better results, restructuring of the organization or project if there is a need for cutting cost and creating a better experience for the employees. Change is not always widely accepted by everyone. The reasons for this include peer pressure; it creates a room for mistrust; there is a loss of job security, and most fear the outcome for the unforeseen future. In an organization, resistance to change needs to be addressed so as to move forward smoothly.

WAYS TO MANAGE RESISTANCE TO CHANGE IN MANAGEMENT

Offer incentives

The first step to manage resistance is offering incentives. This incentive can include an increase in pay or even offering more benefits to the employees. This helps the employees be willing to accept the change in management. According to Jahn (2019), when the employees realize the benefits that they tend to gain from the change, most of them won’t be part of the obstacle to initiating change.

Communicate why change is important

Most employees who resist change in management don’t understand the fundamentals of why change is important. The management needs to put in place methods that will help in communicating the importance of change and why it is needed. This will help clear the tension that is created when the change in management is initiated. Most fear that they’ll lose their jobs once the change occurs, but this might not be the case. Most of the changes implemented in management are positive in nature.

Use of covert tactics when needed

The other way to manage change is the use of covert tactics which may include offering resisting individuals an important role in the process of change. This will help the individuals feel like they belong, thus creating trust.

Make change happen

The other way to manage resistance is the use of force by making sure the change happens as scheduled. The managers can use this by threatening the employees with losing their jobs or denying them promotion. This will create a sense of fear of resisting change.

Reasons for choosing this tactic

The reason for choosing the use of covert tactics is because this method tends to create a sense of trust and makes the employees feel like they are essential for the success of the project.

The use of making change happen is important since, at times, using force works effectively for the employees who are stubborn.

The use of incentives in managing resistance to change is important because it helps the employees appreciate change and accept it fully. This can be attributed to them benefitting financially from change.

Communicating why change is important is beneficial in that it helps employees realize why change is needed and how it will affect them.  According to Lewis (2019), when one knows the outcome of change, he or she won’t be compelled to resist it.

Conclusion

Projects need a change once in a while to ensure the achievement of better results. At times change might not be accepted widely by everyone. When there’s resistance to change it may lead to change not being implemented in time. Resistance to change needs to be addressed as early as possible to avoid change not being implemented.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

REFERENCES

Fritz, G. (2019). Theories of meaning change-an overviewing. Semantics-typology, Diachrony and processing, 113.

Jahn, C. G., & Kruse, P. (2019). ‘partly reverse measures’: Critically Assessing the Management of Resistance Within Radical changes- Accompanying Banking Employees on Their Identity Journey During Digital Transformation.

Lewis, L. (2019). Organizational change. John Wiley & Sons, Incorporated.

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