The positive effects of Resistance to Change



The positive effects of Resistance to Change

Introduction

“Change is the only constant”

To begin the discussion, we shall found upon what pertains to deliver effective and sound impacts on the organization, if the company pertains to resist change. Although the statement posts endless debate and criticism, literary scripts and managerial literature does tend to yield positive results and outcomes that identify the benefits of resistance to change. In this paper, we shall decipher the factors and considerations that have paved way to yield affirmative outcomes and identify what steps should be undertaken for the purpose of creating an effective conclusion.

Defining Change

Change is defined as the occurrence or an episode that holds minimal or substantial difference in past and present times, passing any entity or object (name, place, event or phenomena) from one primitive, old state to another. For limiting our discussion, we shall attempt to discuss changes that occur in the context of organizations. Generally, whenever changes prevail in an organization is due to the phenomenon that it would bring and deliver positive results in the workability and functionality of the organization (Ford, Ford & D'Amelio, 2008).

Changes prevail on two extreme instances in an organization; either the change prevails in terms of system renovation or adopting a technology-oriented process which has given the company an absolute competitive advantage over others and creating an unbeatable position for its competitors in the market. On the other hand, the change could prevail on an internal level, where the employees, which are being recruited in the organization, yield outstanding work and performance, proving themselves as quality human resource to stay and work in the organization.

Resistance to Change: Problems faced

Although change and change management processes have been inculcated into organizations for the sole purpose and objective of creating a fast and a more productive organization, it must be understood that individuals must pave for understanding the casualties involved with change. One may witness and identify that although companies make strategic moves and target different variety of changes and implement them on different areas of the organization, these changes then somehow become routine and yield monotonous work performance (Kotter, 1995).

It has been seen and witnessed that even the top-notch and the most productive organizations struggle to implement the discipline of change on a departmental or an organizational level. The change is implemented on a macro scale, but results and research suggest only a quarter of the excerpted change has been implemented among employees and people working in the organization. What are the working factors behind this otherwise non-acceptance of new and novel concepts, a variety of changes that occur in organization that prevail? Answers are too broad to list.

Resistance has a negative connotation associated with it, which represents and suggests refusal and denial to incorporate or simply accept a similar norm or comply with some form of policy, rules, regulations and procedures implemented and applicable in the organization. The main reasons highlighted that lead to resisting change are ...