Reference no: EM132725760

This is a general question, nothing is missing, and no data is needed.

Please read my statement ???below about Resistance to Change and let me know in detail if it would help any organization. Why or Why not.

Individuals are not always welcoming to change and can become quite resistant to it. Resistance can be caused by various factors such as stress anxiety, fear of the unknown or even just having a negative attitude. Many people are negative to change as they have become comfortable with certain methods and perhaps now feel as though they need to perform extra work they find unnecessary. Some people respond with the old "if it works why try to reinvent the wheel!" Resistance to change could also have been caused by past previous organizational changes that did not succeed and caused further distress on employees leaving a lasting impression.

Organizations encounter resistance from many different areas, one is the human element to include leadership whom may disagree with changes desired by senior leadership and or board members/investors. Other areas of resistance are really problems with logistics, machinery, office, space, IT capabilities and or assembly line retooling efforts that will require extensive upgrades perhaps not initially thought of when having decided to implement change. These changes that require extensive efforts by employees usually drive resistance as employees don't like taking on the extra work without extra compensation.

Social identity theory states that people feel they belong or fit in when they associate with a particular group. This allows the person to not feel like an outsider and more as part of a team or organization. This sense of belonging will also foster positive social identity amongst members of the group. Anything that imposes a change on the group dynamic is met with resistance to include organizational change. Leaders should take into account the group dynamic and expect resistance, leaders should develop a strategy that keeps groups busy removing distractions and keeping focus on current tasks. Leaders should be clear and transparent about changes and describe how they can help the group dynamic. Resistance will be less met if employees fully understand that the change is there to help streamline processes not make them more complex and harder.