The paper "Change Management Ability of the Management" is a good example of management coursework. Change takes place in every organization. Mostly this change effects the relationship between the management and the employees, such change usually gives rise to conflict usually organizations need to implement a change management plan in order to reduce the tension and resistance. The change is often needed when an organization is in trouble, sometimes change is needed to make to move further as it’ s growth is stagnant. Change usually involves processes like mergers, acquisitions, changes in management etc.
These changes usually leave the employees confused and insecure about their jobs. This is what makes them resist changes. This paper shall analyze the issue of change resistance and change management strategies. Change is usually the main cause of tension in an organization, thus this paper shall analyze this issue in depth. Resistance due to change is something which causes a lot of discomfort for the management. A detailed analysis of such resistance must be carried out by every organization as its is important for the success of the change process.
Theorists and models of change management are used to give a better understanding of the change and resistance management used by organizations. Thus this paper provides a complete understanding of the entire change management and ability to manage resistance during the change process. Analysis Organizational change may be defined as the changes which take place in an organizational entity. The changes may result in a change of infrastructure, policies, management, culture ECT. At times even an entirely new organization may be merged (Van de Ven and Poole, 1995). Organizational changes are usually implemented deliberately by the management, they may introduce a completely new vision and set of policies which in turn may affect the way they are supposed to behave in the organization (Schalk, Campbell and Freese, 1998). The main objective of organizational change is an adjustment to the new environment being introduced.
At times it may even be implemented in order to enhance the. These changes usually leave the employees confused and insecure about their jobs. This is what makes them resist changes. Resistance may be considered as behaviour or act which may have a diverse effect on the ongoing change process, it may cause it to be delayed or effect it’ s beginning, causing barriers or hampering the implication of the change, thus it may affect the economical condition of the organization (Ansoff, 1990). Resistance is present in every behaviour which may attempt to maintain the status quo, it may be considered to be like inertia, as its main function is that its hampers the change process (Maurer, 1996). in the above-mentioned sense, it may be said that both the before mentioned concepts are not negative, as change is not always something positive for organizations. This may be considered by the fact that resistance could help change managers to realize certain characteristics which they have overlooked while implementing the change (Waddell and Sohal, 1998). However, resistance is mostly may be the reason behind unsuccessful change processes.
As resistance to change usually causes conflicts between the managers and employees. Resistance as mentioned before not only effects the time management of an organization, but also the budget which has been allotted for the implementation of change as it may be delayed (Ansoff, 1990).
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