introduction
in today business field,changes in orgnisations and workplaces has been constantly being experienced and it is inevitable. Understanding the roots and dealing with resistance to change is vitally significant in cultivation of a culture of adaptability and achievement of satisfying organizational transformations (Islam, 2023). however it is of essence to understand this source of resistance and look at the best way to deal with the resistance.
With respect to the work environment, the changes can be of either significant or minor value. coping with change absolutely depends on the proper communication and strong leadership, and employees’ involvement. The Lewin’s Change Management Model provides a structured approach involving three stages. unfreezing the existing equilibrium by challenging the status quo, changing where process aspects are implemented; and refreezing again after the change becomes the new normal (Harrison et al., 2021). consistent messaging of the reasons behind the change and its advantages are the key when it comes to making changes (Adam, 2022) Additionally, seeking ways to provide support, aid, and information to employees allows them to cope with the change more successfully. celebrating achievements enhances reflection of change. Additionally, giving opportunities for reflection offers the chance to modify and refine the change process. Having employees work in teams is a great platform for developing creative ideas and initiatives. Finally constant assessment and development are the keys that will never let the success stop the stream.
The fear of the unknown, loss of control, or potential job loss is one of the widespread aspects of resistance to change in the workforce and organizational. individual resistance occurs when employees may have a hate for changes due to taking more time to adapt or low levels of self-confidence. group resistance due to peer influence also contribute to reisitance to changes (Srivastava, & Agrawal 2020). Resistance to organizational change can be triggered by the existence of deeply embedded cultures or, failure after attempts to effect change in the past. An open mind and transparent communication about change of reasons, addressing concerns, misconceptions and involving employees in the change process is vital in managing change resistance. Additional, providing support, training and transition help, and reward people for correct understanding of the change helps in curbing resistance to change. concludingly, exemplary leadaership encouraginf feedback and innovation promoyion helps preventinf resistance and bringsuccess in change.
indeed managing resistance to change is important for workplace and organisations to excel. Organizations can embrace transparency, communication and employee engagement which will in turn aid in easing the transition and minimizing the resistance. These approaches essentially maximize the culture of the workplace which is an adaptable and innovative one.
references
Adam, N. A. (2022). Employees’ Innovative work behavior and change management phases in government institutions: The mediating role of knowledge sharing. Administrative Sciences, 12(1), 28. https://doi.org/10.3390/admsci12010028
Harrison, R., Fischer, S., Walpola, R., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for change management, improvement and implementation meet? A Systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership, Volume 13, 85–108. https://doi.org/10.2147/jhl.s289176
Islam, M. N. (2023). Managing organizational change in responding to global crises. Global Business and Organizational Excellence, 42(3), 42–57. https://doi.org/10.1002/joe.22189
Srivastava, S., & Agrawal, S. (2020). Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support. Journal of Organizational Change Management/Journal of Organisational Change Management, 33(7), 1431–1447. https://doi.org/10.1108/jocm-02-2020-0063