Resistance to change in the work place
The environments in which we operate is never stable, therefore for any organisation to be sustainable and to remain consistently competitive, we must be willing to change. So this creates a problem. Like it or not change is here to stay, and by not moving with the flow you are sure to be left behind. How well we adapt to the change depends on how open we are to it. Forces of change are caused by the outcome based on the S.W.O.T and P.E.S.T.L.E analysis. The human mind is an amazing and wonderful piece of equipment, but bring in the spanner into the works let us call this “change”, and see how change can affect it. Change is going into the unknown and this can be very threatening and fearful for many. Resistance to change is the action of opposing transformation of the way things used to be. We quickly latch onto every reason why things are perfect the way they are, and why it should not change. Resistance may be characterised from its, source. These can be human characteristics, is dependent on personalities, habits, needs, economic influences, fear of not knowing. Resistance of change leans towards mistrust within the organisation. One of the main reasons for resistance to change is poor execution and not properly managed. When employees are included in the decision making process this enables them to approach change with a level of comfort. However, this is not always an option, as some changes needed to happen yesterday already and time is not always a luxury especially in a high powered, highly competitive environment.
Resistance to change in the workplace will prove to be contentious issue. Organisations need to better understand why employees are too stuck in their ways. Join us for our next post where we highlight ways of identifying employee resistance to change.
Robbins. SP., Judge, TA., Odendaal. A., and RoodT. G.Global & Southern African Perspectives- Organisational Behaviour 3rd Edition. Pearson Education South Africa (Pty) Ltd, Cape Town, South Africa