Resistance to Change
Change is inevitable. Everything is constantly in a move to something new. Any organization can not remain the same if they want to exceed. But change is not always accepted by people with open arms. There is always resistance from employees working in an organization in response to change. There is not just verbal resistance, but along with this, there is also cognitive, behavioral, and emotional reactions to change. There is a four-step reaction model that explains how the employee handles change in an organization. This model is known as SARA model.
The SARA model consists of Shock as the first reaction when an employee thinks of change. It is a surprise to everyone when change is announced. The next expected reaction is always the most prominent one, which is anger, and after that, it is resistance. The change may not always meet with Acceptance from the start. There is always some resistance and anger involved. The last step is Acceptance. There may come a time when the staff of that organization will accept the change and adjust there’re work-life according to the change.
There are few steps which the management can take in order to maintain a smooth transition to a change. The basic step is to ensure people that change will not happen all of the sudden. The new plan will take effect with some time passing. This will help people adjust their working style. Set some realistic time limitations which will help people understand the change (Duncan, 2018). Another great solution is to inform your employees of everything about the change that will occur. Do not hide information from your staff members. Hiding information may lead to employees doubting you. The trust that should be formed between employers and his workers will be broken. So, it is very essential to be open and in front about everything that is going to happen.