Manage Resistance To Change

Manage Resistance to Change

Demetrise Robinson

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Manage Resistance to Change

Introduction

During the implementation of a new training program, the utmost operative ways to accomplish resistance to change may be to make the change occur, offering incentives to encourage change, providing resources and support, and more importantly communicating why change is important. This paper aims to discuss the managing strategies during change.

Main Body

One of the most important strategies for the management during resisting change on the organizational or institutional level is communication. It is the responsibility of management to make people aware about this importance, furthermore, they have to educate them about the nature and logic behind this change. One of the effective ways to communicate is arranging a meeting and asking for feedback and concerns ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"BHHaT70C","properties":{"formattedCitation":"(Dwyer & Hopwood, 2019)","plainCitation":"(Dwyer & Hopwood, 2019)","noteIndex":0},"citationItems":[{"id":422,"uris":["http://zotero.org/users/local/smYQhi21/items/H6KMKQVQ"],"uri":["http://zotero.org/users/local/smYQhi21/items/H6KMKQVQ"],"itemData":{"id":422,"type":"book","ISBN":"0-17-041949-5","publisher":"Cengage AU","title":"The business communication handbook","author":[{"family":"Dwyer","given":"Judith"},{"family":"Hopwood","given":"Nicole"}],"issued":{"date-parts":[["2019"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Dwyer & Hopwood, 2019). In such situations, this will help educate people about the importance of the change. Moreover, this tactic does not demand too much cost management, the only essential requirement is to arrange meetings or online consultations. Second strategy for managing resistance for change is to make change happen. This includes announcements by the management about punishments and threats of punishment. In short, announcing strict policies or strategies may be helpful, and in such situations, subordinates may cooperate with the management team. The third strategy includes offering incentives to subordinates so that they will accept the change. Providing incentives to a team may be helpful to motivate them for a change within the organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"JTonbi6d","properties":{"formattedCitation":"(Gallus & Frey, 2016)","plainCitation":"(Gallus & Frey, 2016)","noteIndex":0},"citationItems":[{"id":437,"uris":["http://zotero.org/users/local/smYQhi21/items/MH82IFSS"],"uri":["http://zotero.org/users/local/smYQhi21/items/MH82IFSS"],"itemData":{"id":437,"type":"article-journal","abstract":"This contribution uses signaling theory to analyze the widely observed phenomenon of award giving. Awards appear in various forms, ranging from the Employee of the Month title to prizes, decorations, orders, and other honors. The purpose of this article is to develop an understanding of the signals emitted when awards are given and accepted, and to highlight conditions under which signaling failures are likely to arise. We take a comparative approach, contrasting awards with other incentives, in particular with monetary compensation and bonuses. Our analysis helps inform management practice by presenting a systematic appraisal of the strategic signaling functions of awards. It proposes under which conditions awards tend to raise performance, and when monetary compensation proves to be superior.","container-title":"Journal of Management Inquiry","DOI":"10.1177/1056492616658127","journalAbbreviation":"Journal of Management Inquiry","source":"ResearchGate","title":"Awards as Strategic Signals","volume":"26","author":[{"family":"Gallus","given":"Jana"},{"family":"Frey","given":"Bruno"}],"issued":{"date-parts":[["2016",7,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Gallus & Frey, 2016). Another strategy can be providing support and resources by the management to make change possible for employees and to support their efforts. To provide facilities including training and resources during the change, employees may be able to better cope with the change. Managers can also help workers to manage with organizational change pressure by receiving feedback and creating an understanding of problems and finding their solutions.

Conclusion

It is to be concluded that, to make subordinates understand the need and importance of change, it is the responsibility of management to coordinate with them. They can also facilitate them and provide resources to encourage and motivate them to accept the change.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Dwyer, J., & Hopwood, N. (2019). The business communication handbook. Cengage AU.

Gallus, J., & Frey, B. (2016). Awards as Strategic Signals. Journal of Management Inquiry, 26. https://doi.org/10.1177/1056492616658127