Resistance to Change: Individual and Organizational Perspectives, Assignments of Production and Operations Management

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Resistance to Change Sandermoen School of Business, University of Fredericton MBA 5025G: Leadership in Change Management Professor: Dr. Ronald E. Biron July 17, 2022 Introduction

This paper aims to investigate the concept of resistance to change from both a structural and a personal standpoint. It will be accomplished by defining resistance to change, outlining some of the obstacles to change, outlining the employee traits and behaviors that contribute to resistance, and identifying the author's own traits. It will also be accomplished by outlining some guidelines for followers to follow to support change as well as the ones the author employs, as well as outlining some strategies to reduce resistance. Resistance to change is the unwillingness to adapt to unfamiliar circumstances or operational procedures. It can happen with individuals, in connections, or in contexts like the workplace. Though there are many reasons for resistance, the fear of the unknown is the biggest one. Due to our innate desire for patterns and predictability, even expected or beneficial volatility can be stressful and hence leads to some sort of resistance in individuals. Resistance to Change from Individual and Organization Perspective People resist change for a variety of reasons, including a lack of trust, poor communication, emotional reactions, a fear of failure, surprises, and a need for constant change, among others. A lack of confidence in the leadership group or the business is one factor in resistance to change. (Cummings, Worley (2019). Employee turnover and giving leadership the benefit of the doubt when problems do occur can both be impacted by a lack of confidence. Even the most well-planned and thought-out organizational reforms can suffer severely from a lack of communication. Whenever possible, it is critical to foster an environment of openness and frequently communicate with staff members, especially when navigating change. Every organization and the people that work there experience emotions, they do not disappear if they are repressed or avoided. In fact, if they are not dealt with early on, they will undoubtedly reappear in different (sometimes perplexing or overpowering) forms. Change can be

is to make sure we have the things we need for ourselves and our loved ones. They will reject a change if it makes them feel economically insecure, for as by reducing their salary or raising the possibility that they may become outdated. Relationship Followers Some people frequently show greater loyalty to their fellow employees than to their organization. Even if they had previously supported the change, people may become resistive if a respected colleague or leader is opposed to it. Resistance may also arise if the intended change causes relationships to fall apart. There will be opposition if groups split up, a leader changes, or people are forced to contact people they do not like or do not like very much. If the group that the employee identifies with appears to be opposing the change, it is likely that the employee will be influenced to do the same. This is another factor that might affect employee resistance to change. Fear of a Loss Another behavioral response to change is the fear of losing. Employees are constantly concerned that change would result in their job loss. In the event of mergers or acquisitions, many employees fear losing their jobs. By making it clear that there would not be any layoffs throughout the changeover, the change manager can try to avoid this problem. I had a fear of losing my job when my company underwent a major change that involved replacing the Enterprise systems. The new suite of applications requires a specific skill set to support and perform enhancements, but with time and the right training and direction, I was able to overcome this fear. In general, I can easily accept or embrace a change. This increased my confidence in my leadership skills and the daily tasks I did.

Guidelines for Followers to Support Change Volunteering to oversee tasks or assist in achieving goals is one way a follower can promote change. Willingly taking up challenging jobs, demonstrating devotion to the company, team, project, and leader providing tips for enhancement even in these uncertain, challenging times, by maintaining an optimistic attitude, working well with others as a team, serving as a resource for the boss, and assisting the boss in becoming a better boss, developing a professional, trustworthy connection with the leader and, finally, holding the leader accountable for your expectations. (Suda, L.2013). To advance the largest project at our company, I demonstrated each of these traits or considered the guidelines. I made sure to give leadership teams the necessary input so they could make wise judgments. As a senior business analyst for the administrative portfolio of applications, I was given the responsibility of conducting impact analysis, which was essential to the project's success. I was able to contribute to the project's overall success by adhering to these rules/guidelines. Strategies to Reduce Resistance and my personal experience Leadership executed some strategies such as tackling personal issues first, by figuring out the underlying reasons why people resist change, utilizing reluctance as a springboard for dialogue, being receptive to recommendations while listening, talking frequently, supporting, educating, and tolerating those who are unwilling to change (Mandapat, H., 2021). What I have discovered is that you should be proactive and seek out more information about impending changes. You should also be ready and try to acquire as much knowledge as you can to properly grasp the changes. Send frequent updates and regular feedback to the leadership or whoever you are reporting to. This will make it possible for both sides to

References Cummings, Worley (2019). Organizational Development & Change. Cengage Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013—North America, New Orleans, LA. Newtown Square, PA: Project Management Institute. https://www.pmi.org/learning/library/importance-of-effective-followers- Mandapat, H. (2021), Ten tips for overcoming resistance to change, Cezanne https://cezannehr.com/hr-blog/2021/09/overcoming-resistance-to-change/