The paper 'Varieties of Capitalism and Employment Relations in Retail Banking' is a good example of a Management Assignment. According to Kotter and Schlesinger (2008), there are most four reasons why people resist workplace change and these are parochial self-interest, misunderstanding, and lack of trust, different assessments, and lastly a low tolerance for change. The more prominent obstacle for implementing workplace change is a low tolerance for change. Kotter and Schlesinger (2008, p. 134), people fear workplace change because of the fear that they will be unable to develop the new behavior and skills that are needed.
Additionally, it is important to point out that all human beings are limited to change but the degree varies. Organization change in certain circumstances requires people to change quickly or too much an aspect that people may not be ready for. Kotter and Schlesinger (2008, p. 134), argues that the major obstacle to change is the inability of the managers to change their behavior and attitude rapidly according to organizational needs. This is evident even in circumstances whereby managers intellectually understand the need for organizational change.
The mentioned is due to an individual’ s limited tolerance to change that they at times will resist a change even if it is beneficial. For instance, an individual who gets promoted as a result of the change will be happy and satisfied nonetheless, the same person may still feel uneasy about losing certain aspects of his current situation. Furthermore, a new and different position will require not only different skills and knowledge but also a relationship an aspect that an individual may be lacking. It is further evidence that if the tolerance for change is low, an individual can resist organizational change for even reasons he does not understand. Consequently, people may resist change in order to save face as accepting change may prove that their previous decisions on organizational management were wrong.
Peer pressure is another reason why people may not be tolerant to change in the workplace. Managers can easily overcome resistance due to low tolerance. The mentioned can be successfully overcome through education and commitment. It is important to educate the workforce prior to change as well as communicate the idea that will make them appreciate the need for change.
The education can entail presentation to groups, reports, one-on-one discussions, and reports among others (Kotter and Schlesinger, 2008, p. 135). For instance, as part of making changes in the reward systems in an electronic company, the division manager adapted a one-hour audiovisual presentation that vividly explained the need for change. Additionally, low tolerance can be a result of inadequate or inaccurate information an aspect that makes sufficient communication and education idea (Kotter and Schlesinger, 2008, p. 136). Furthermore, involvement and participation can curb low tolerance.
For instance in circumstances whereby the initiators involve the potential resisters in not only some aspects of designing but also implementing the change. For instance, the organization can establish a workforce including representatives of the workforce in designing change. Studies have proven that participation and involvement do not only lead to compliance but also commitment (Kotter and Schlesinger, 2008, p. 136). In handling low tolerance to change, managers can incorporate support and facilitation. Facilitation and support can include providing training in the needed skills.
For instance, managers in a rapidly growing food production company came up with strategies to assist its workforce in adjusting to frequent organizational changes (Kotter and Schlesinger, 2008, p. 136).
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Kotter, P. J and Schlesinger, A.L (2008). Choosing strategies for change. Harvard business review. Retrieved from hbr.org.
Wailes, N. (2007). Globalization, varieties of capitalism and employment relations in retail banking. The Netherlands; Kluwer law international.