I’m stuck on a Computer Science question and need an explanation.
Discussion: Resistance to change is a normal everyday aspect in the workplace. Note what happens to the organizational climate when this resistance occurs and any tactics to reduce negative connotations when dealing with change.
My classmates Discussion:-
1) Sravan Kumar Bondugula
One of the largely perplexing and common challenges that business managers face is workers opposition to change. Such opposition might assume several forms such as persistent reduction in production, surge in the level of “quits” and applications for transfer, continuing quarrels, sullen aggression, wildcat or go-slow strikes, and, certainly, the expression of many pseudo logical grounds why the change will not bring better fruits (Ullah, 2012). Even the more trivial kinds of this resistance may be taxing. A considerable resistance to change may be evaded if efficient change management is used right from the very starting. Whereas resistance is the usual human response during times of change, proper change management may alleviate a great deal of this resistance. Furthermore, communication as well as input from workers helps reduce resistance (Ullah, 2012). Within a best-case situation, every worker has the chance to talk about, offer input to, and have an influence on the changes the company is pursuing. Reasonably, this relies on the magnitude of the change and the number of persons that will be affected by the change. Additionally, it is good to aid the workers recognize what is in it for them to generate the change. A good share of resistance fades once workers are clear regarding the profits the change will generates for them (Ullah, 2012). Benefits to the team, the division, and the organization must be underlined also. However, nothing is more significant to an individual worker than knowing the positive influence on their own job or career. Furthermore, workers should feel that the energy, time, obligation, and focus essential to execute the change are compensated correspondingly by the profits they will get from generating the change.
Ullah. M. M (2012). “The emerging roles Of HR professionals in driving organizational change.” J. Knowl. Manag. Econ. Inf. Technol., no. 3, 2012.
For an organization to be successful and stand on competitive advantage in the marketplace, it should consider making various changes with time. This is because every industry entails new ways of conducting business, and advanced technologies are often incorporated into the organizational structure and system. Managers and executive members are often faced with resistance to change from employees, which leads to delays while implementing new ideas. In many cases, the resistance results in a reduction in output, slowdown strikes, quarrels, and negative energy that slows the change (Jalagat, 2016). Over the past years, change has been inevitable as firms concentrate on competing and offering the best products and services to customers and stakeholders. Various issues arise when resistance occurs, but multiple ways could address the negative connotations, as discussed below.
The introduction of change causes uncertainty and anxiety within the workforce. The effect of a particular change is unpredictable; hence employees do not cooperate with the management after realizing potential changes that are to be made. This leads to difficulties when communicating it, and employees are keen to avoid discussions that would lead to the incorporation of particular changes (Amarantou et al., 2018).
When employees are uncertain about the changes, they end up spreading rumors. Their discussions encompass speculations of the effects that the move would have on their daily experiences at the workplace, which leads to slow production (Kasemsap, 2017). With their energy focused on what could go wrong, they may fail to deliver within the specified timelines, thus leading an institution to incur losses.
To overcome this resistance, the firm should engage members who are opposed to the change. This allows them to identify their concerns so that they can alleviate the issue timely. Also, an institution should engage employees effectively. They do this by listening and responding to their grievances. The change should not happen instantly but should be implemented through several stages (Kasemsap, 2017). Using informal and formal means of communication allows employees to receive the information promptly where the vision, expectations, and goals are addressed.
Amarantou, V., Kazakopoulou, S., Chatzoudes, D., & Chatzoglou, P. (2018). Resistance to change: an empirical investigation of its antecedents. Journal of Organizational Change Management.
Jalagat, R. (2016). The impact of change and change management in achieving corporate goals and objectives: Organizational perspective. International Journal of Science and Research, 5(11), 1233-1239.
Kasemsap, K. (2017). The roles of organizational change management and resistance to change in the modern business world. In Organizational Culture and Behavior: Concepts, Methodologies, Tools, and Applications (pp. 1034-1062). IGI Global.
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