Understanding the Many Faces of Resistance to Change
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Reflect on an organizational change effort in the past that you are familiar with (this can be at an organization you researched or worked with) that experienced significant resistance from employees, and answer the following questions:
1. Why did employees resist the change?
2. What were the problematic issues that were not being effectively addressed, from the employees' point of view?
3. Were the underlying concerns legitimate?
4. What could the leader have done to address the situation or prevent the concern from arising?
5. How would this have changed the outcomes of the change effort?
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Solution Summary
The many reasons for resistance to change are discussed in a structured manner in this response. The related references are also provided.
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An organizational change effort took place in an organization where I worked as a factory that made iron and steel parts for two car-makers. The factory was making the parts using an electrical machine tool and changed over to using CNC machine tools for making the parts. For the factory, this move will eliminate waste, make accurate parts, and there would be no defects. The production would be faster, there would be lower energy consumption, and lower production costs.
1. The employees resisted the change because most employees at that time did not know how to operate CNC machines and they feared that they would lose their jobs (1). They feared that their prospects for promotion in the company would cease, there was a fear that the current employees would be sidelined, and there was mistrust of the leadership, employees feared that they would be tested on the new machines and would fail in the tests, and there was pressure from all employees to resist the ...
Education
- BSc , University of Calcutta
- MBA, Eastern Institute for Integrated Learning in Management
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