Employee Resistance Towards Organizational Change Case Solution
In this competitive world, companies are involved in continuous improvement and looking for opportunities to develop competence within their respective industries. Change is very essential for organizations to sustain in the industry and face challenges. Changing the business environment create demand for the organizations and organizations to align and build their internal capacity to meet the business environment demand. There are several examples of how organizations denied changing and they are nowhere today i.e. Nokia is one of the examples of organizations that denied change. There is a wide range of literature available and different authors have defined the change in different ways i.e. Schien defined change as the natural, planned, and unplanned change. Whereas the further it is extended as the technical social change (Leavitt, 1965). It is human nature to resist the change in the organization because employees are used to the previous methods of doing work and it is their comfort zone. When organizations announce change employees resist because that change drags the employees from their comfort zone. Change is a very important factor discussed by the authors in the literature because these factors influence organizations planning and change management process. Managing the change is one of the challenges which the companies face because while managing the change; organizations would have to deal with external as well as internal factors. Companies have to deal with change management very carefully.The employees’ resistance is a threat for the company because it leavesan adverse impact on the organization. Literature has also discussed the change management and challenges organizations face.
The purpose of this study is to evaluate employee behavior during the change management process. The main idea behind this study is to evaluate different changes in the organization and how employees react to change. Ultimately, this study will discuss the employees’ behavior in the organization. Different theories have been proposed that discuss the relationship between the change management and the employee’s behavior. Whereas theories have also discussed the solutions or the factors that can influence employee behavior. These theories help the managers in managing the employees’ resistance. Our study will help the managers to understand employee behavior during change management and also discuss the different categories of change.
Chapter 1 – Definition of Organizational Change
Organizational change is defined as the alteration that a company takes into account in its organization. Organizational change is changing any main component of the organization that major components include the organizational culture, infrastructure, integrating new technology, bring change in operations (Stobierski, 2020). Organizational change is also defined as the process change in which organizations change the methods of their operations, change the structure of the organization, these changes come into action due to internal or external forces. (MBN, 2020). Organizational change is the shift ofan organization from one estate to another because environmental change demands internal organizational change to meet the overall change. Change is the transformation process. Employees are a major part of the organizations and employees’ resistance matters in the change process. Organizational change can be defined as structural change, policies change, technology change, cultural change, and process change (lumen, 2019).
- Chapter 2 – Categories of Organizational Change
- Change by Internal and external forces,
Organizations go for change due to several factors i.e. internal and external. The external factors include the components that trigger the company to go for change because these external factors are not in the control of the organization i.e. political factor, competition, country’s economy, and other social conditions. These factors leave a huge impact on organizational operations, growth, and profitability, and sustainability whereas the internal factors are those factors that are in the organizational control like organizational culture, operations, decisions, and activities. Whereas leadership style also influences the change (Hartzell, 2020).
- Change as a solution to a complex problem
Sometimes change in the organization is necessary because it is considered that the change is necessary to solve the organizational problems. Change helps the organization towards positive results. Change helps the organization to get a sustainable environment. Change brings innovation, open more opportunities and also solve the problems in the organization (Karen, 2020)
- Planned change to stabilize ways of work (Unfreeze, move, refreeze),
Kurt Lewin’s developed a change model that is consists of three steps unfreezing, changing, and refreezing. The model is a practical example of change management. The basic concept of Lewin was that change is the process of moving towards new behavior, achieve that new behavior and then make it a new norm for the organization. The model is defined as moving forward to the new normal behavior and firming the new behavior (Hartzell, Study.com, 2020).
- Transformation or Radical change,
Transformation or radical change is defined as the change that occurs fast and transforms the organizational operations. These changes affect the resources and values of the individuals in the organizations. The radical change occurs faster and impacts the social structure of the organization (Global, 2020). Transformational change is status quo changes that change the operations structure. This change left a huge impact on employees, technology, people, and process (Alsher, 2018).
- Technological, cultural, Strategic, and structural changes
Technological change is the change that an organization goes for implementing the new technology in the organization asa result of the environmental shift i.e. organization implements the new software for the data management………………………
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