CHANGE

Change

Change

Introduction

Change is the concept that denotes the transition that occurs when moving from one state to another, for example, the concept of changing state of matter in physics (solid, liquid and gas). It can also occur when persons change their marital status (single, married, divorced or widowed) and also during the crises, or revolutions. In this way, Organizational change is a considerable alteration of the different areas of that particular system. As per this theory, the change could impact about every part of the organization, like work schedules, job grouping basis, workload and discipline management. Adapting to the new economy and its markets, new trends, structures, customers is essential for survival today. It has been observed that organizational change can impact on many areas in which few changes are well planned and some comes as a response to the unanticipated occasions. Regulatory changes can be made quickly, which increases the risk of changes to be defectively conceived and poorly executed. Almost always planned change should be preferred to change the adjustment (Belasco, 1990, p.125,). Due to its proximity to the environment, it is appropriate or even important to work towards change. Competitors affect the organization by the structure of its price and assortment policy. This calls for a change if one wants to stay in business.

Discussion

In the current economic situations, change is permeative in the organizational system. It usually occur constantly and mostly in a speedy way. Change has become a regular dynamics of organization and those employees who resist this change are eventually depriving the strength of an organization.

What is Resistance

Resistance is a foreseeable response towards any chief changing situation. It has been observed that usually individuals hasten to preserve the status quo if they sense that their status or security is being endangered. It is claimed by Folger & Skarlicki that change in organization could give resistance and scepticism in employees and mostly make it impossible or difficult sometimes to execute such plans for organizational improvements (1999, p. 25). If the management does not portray attention towards the resistance of employees, it means that the change is well- conceptualized and well-intentioned. It is stated by Coetsee that the ability of any management for achieving the maximum advantages from change varies on the role of effectively maintaining an environment that can decreases the behaviour of resistant and motivates employees to support and accept change (1999, p. 205).

Types of Resistance

There are two types of resistance: Direct and Indirect. Direct ways are those which can cause physical damage and organization assets, and also spoil employer-employee relationship by means of strikes, open debates, dishonestly with company's financial and damaging company's image. Strikes are the key indirect means of resistance that actively opposes to the organization's change. This force is one of the useful methods to block the organizational change but it is very obvious and threatening. On the other hand, indirect ways are another type to resist change by non obvious means. This kind of resistance portrays the objection of change in ...