Understanding the Resistance to Organizational Change

Discuss About The Leadership Skills For Managing Paradoxes.

The transition planned  by the organizations is dependent on the proper determining the needs of the business to sustain in market structure. However, to implement the change the organization faces various resistances, which affects the growth and the functioning of the company in the market. Wicked problems occur during the implantation of the structural change due to the reason of conflicting ideas and the lower capabilities of the workforce. Key aspects of the transition is dependent on the understanding of the different factors of the acceptance that is required to be undertaken by the business firms from the stakeholders before implementing the change in the structure. This section of the analysis is based on the understanding of the different resistances that are being faced by the organization while implementing the change.

The leadership behaviors of the organization also affect the change that is planned by the business. It helps in identifying the change and the manner in which it can be implemented effectively. However, the behavior of the leaders creates a possible threat to the modification that is considered by the business in the market. According to (Appelbaum et al. 2012), the transition that is being planned by the business depends on the  style  of leadership. For example, the application of authoritative leadership might affect the morale of the employees and they might resist to the change in the structure of the organization. It is evident from the case of Nokia, where the resistance to the change is based on the managerial control of the organization and the shifts in the decision making process which has affected the change in functioning of the business in the market. Transition in the leadership approaches after the implementation of the change affects the smooth functioning of the workforce. The workforce, at several instances, cannot cope up with the changing trends of the organization in the market depending on the needs of the customers.  

In different stages, the economic condition of the organization affects the change that is planned by the organization in the market. Allocation of the resources and the understanding of the different aspects of the capabilities of the organization help in identifying the possible outcomes of the modification that is planned by the organization. According to Grint (2005), the change that is undertaken by the business is based on the proper allocation of the resources and the identification of the organization’s capabilities for bringing about change as per the requirements of the market structure (Lewis, Andriopoulos  and Smith 2014). One such instance could be found where the Coca Cola Company was reportedly found to face resistance to the change based on their lower investment rate on the projects that were planned by the management for bringing in transition in the market segmentation of the business. Therefore, the change that is being planned by the organization is required to be backed by the economic and financial capabilities in order to bring in the change in the structure and the functioning of the organization.

Impact of Leadership Behavior on Organizational Change

The job security of the employees plays a major role in determining the type of transition that is being planned by the business in the market. The employees fear the threat of their job security when the organization plans for a change in the structure and the functioning. The change in the structure and the processes of the organization might exclude different job roles, which was previously recruited by the organization for their smooth functioning. However, the change that is planned by the organization might not apply to the job roles, which makes the same ineffective in the structure. According to McGivern et al. (2017), the fear of losing the job roles thereby influences the employees to resist to the change that is being planned by the organization in the market. An example of such an incident can be found in the change that is being planned by IBM, where to company decided to curb the role of the mechanics through the application of intelligent robots. The major objective of the business is to maintain the quality of the services that are offered to the clients. Therefore, the companies face several resistances to the change in the structure from the employees from the fear of losing their jobs in the same.  The fear of losing the respective jobs of the employees based on the change in the processes and the structure of the organization results to the resistances that are being faced by the organization. The utilization of the mitigating factors that are being used by the organization helps in negotiating with the employees as a measure of managing the resistances that are being faced by the organization while determining the change in the systems.

The determination of the interest of the stakeholders helps in determining the change that is planned by the organization for bringing in improvements in the market. Investments that are made by the stakeholders of the company enable them to enquire the company of the change that is planned by the business and thereby determine the prospects of the change. In certain cases the stakeholders resist to the alteration that is planned by the organization when  risks of undertaking the change tends to be higher and there are chances of the company getting insolvent from the change. According to Razali and Vrontis (2010), the change that is being planned by the organization must be backed by the efforts and the investments of the stakeholders. Their active participation to the change helps in determining the various aspects of the improvements in the company in the market. The interest of the stakeholders of the organization and their involvement in the change processes of the same forms an intriguing factor that affects the modifications of the organization

Role of Economic and Financial Capabilities on Organizational Change

The change that is undertaken by the business has helped in identifying the reframing of the structure of the same. However, the business firms face many resistances while implementing the change. The major reasons for the resistances were discussed in the previous section of the analysis.  The change that is being planned and implemented by the organization faces issues and thereby the resistance undermines the change. This section of the analysis helps in determining the enabling and the undermining nature of the resistance to the change that is planned by the organization for bringing in improvements in the systems.

The manner in which the resistance to the change undermines the organizational capabilities of undertaking the transition is being discussed in this section of the analysis.

One of the major challenges that might be faced by an organization while implementing the change is based on an integrated planning and strategizing before the implementation of the change. This requires a good analysis of the market where the company operates. While undertaking the analysis, the organization must focus on the authentication of the different sources from which the information is being derived (Schad  et al. 2016). The various aspects of the market is required to be considered by the organization while determining the urgency for bringing in the change. 

The proper understanding of the process of the change helps in  undertaking the smooth functioning of the change in the market. The determining factors for the change is  based on the proper understanding of the processes of the change. According to Appelbaum et al. (2012), the proper management of the change that is being undertaken by the organization is based on the proper understanding and the implementation of the Kotter’s change management process. The eight steps of the Kotter’s change management process helps in determining the smooth functioning of the organization through the understanding of the urgency to undertake the change to the proper implementation of the change in the management (Thomas,   Sargent  and Hardy 2011). There are instances where the change management process was misunderstood by the General Motors based on the change in the services, which brought in complications in the process resulting to the failure of the project.  Therefore, the proper understanding of the process is required to be undertaken, failing to do which the company might face a serious threat to the functioning of the management of the change that is planned by the organization (Lee 2017).

Fear of Job Security in Organizational Change Processes

The image and the reputation of the organization play a key role in identifying the effectiveness of the alternatives while undertaking their functions on the same.  In order to maintain the image and reputation, various organizations fail to undertake the change management processes. According to Fraher  and Grint (2016), the proper management of the change that is undertaken by the businesses are based on the maintenance of the image and reputation of the organization. Suppose for example, Walmart has taken steps to exclude the human resources that are working in their retail stores to implement and install robots in order to facilitate the smooth functioning of the business in the market. However, the changes that were planned by the organization could not be implemented as the goodwill of the organization gets affected through the change in the structure and the functioning.

The resistance that is being faced by the organization relating to the change enables the same in undertaking a positive step to the change. This section helps in the understanding of the manner in which resistance enables the organizations to bring in the change.

The resistance to the change that is being undertaken by the organization helps the same in undertaking steps to discuss the whereabouts of the transition with the employees. This helps the organization in determining the needs of the organization to bring about the modifications. It helps in identifying the urgency for the change that is planned by the organization.  According to Smith  and Lewis (2012), the identification of the needs of the organization helps in the proper identification of the change that is required by the same for bringing in improvements in the market situation.  For example, the change that is being planned by Starbucks and the discussion that is being undertaken by the same has helped in determining the effectiveness of the change in the taste and the flavors of the coffee based on the customer preferences. The discussion that is being undertaken by the organization with the employees helps the organization in coming up with new ideas to maintain the brand image for bringing in the change. According to BEBBInGTon  and Özbilgin (2013),the discussion with the employees on the change helps the organization in rechecking on the needs of the company to bring about the change in the processes.

The implementation of the change is undertaken by the organizations with the primary objective bringing in improvements in the structure and the functioning of the same. Major issues that are faced by the businesses while implementing the change is based on the resistances that are faced by the organization. On the other hand, the organization can implement the change for bringing in desirable improvements in the situation. However, the resistances that are faced by the organization while undertaking the change affects the management process by some 20%. The greater portion of the change implementation benefits the organization for bringing in improvements in the systems of the business in the market. According to Lavine (2014), the resistance that is faced by the organization affects the modification that is planned by the business; however, the organization is benefited.

Importance of Stakeholders’ Interests in Organizational Change

The change that is planned by the business firms helps in identification the improvements that are required by the organization for sustenance. Sustainability of the organization is the major objective for which the organizations undertake the modifications (Obolensky 2017). In order to implement the proper form of the change in the organizational structure, the organizational leaders are required to undertake changes in the approaches undertaken by them. It will be helping to enhance the change management process that is being initiated by the organizations. This section of the analysis is aimed at undertaking ways of understanding the complexity, uncertainty and the paradox that are being faced by the leaders while implementing the change in the structure and the functioning of the organization.

The complexity in the leadership strategies are based on certain factors that affects the leadership style and the functioning. This section is aimed at enumerating the different complexities in the leadership strategies subsequent to the implementation of the change.

The segmentation or the integration of the processes that are being undertaken by the organization as a change in the structure and the functioning must be clear to the leaders of the organization (Burke 2017). It will be helping the leaders in guiding the workforce in the direction of the change that is being planned by the management for bringing forth improvements. The proper identification of the roles of the leaders is a necessity for maintaining the effectiveness of the change in the structure and the functioning of the organization.  According to Bolden (2016), the proper understanding of the change in the processes undertaken by the organization helps in determining the effectiveness of the transition that is being planned by the system of the management.

The determination of the approach that is being undertaken by the leader helps in the proper identification of the factors of the change. The major aspect of the change that is undertaken by the organization  depends on the involvement of the leaders in the functioning of the same (Cummings  and Worley  2014). Therefore, the leader must take steps to undertake the more favorable approach for addressing the change that is undertaken by the organization in the market. The understanding of the modification is facilitated by the style of leadership applicable for the changed environment of the organization. According to Booth (2015), the proper understanding of the style and the determination of the leadership approach helps the organization in enhancing the efficiency of the change, planned by the organization. Instances can be found of the transformational leadership style of Larry Page, which helped in bringing about the change in the systems of Alphabet Inc. The company has faced several challenges whereas the change that is being undertaken by the organization depended on the proper functioning of the leader with the understanding of the change (Matos Marques Simoes  and Esposito  2014).

Undermining and Enabling Nature of Resistance to Change

The proper understanding of the objective of the change management helps the leader in understanding the various prospects that the company can attain through the effective disposition of the change in the systems of the organization. According to Kuipers et al. (2014), the proper understanding of the objective that drove the company to undertake the change helps the leaders in aligning their interests to the welfare of the organization. Key elements of the change that is undertaken by the leader helps in determining the change in the structure of the business in the market (Hayes  2014).  

The decision making of the organization is affected through the modifications that are undertaken by the management of the organization. Identification of the objectives of the organization helps in the decision making process undertaken by the leaders in the same. The decision making system of the organization has helped in determining the various aspects of the change in the organizational structure and its smooth functioning (Pieterse,   Caniëls  and Homan  2012). The leaders take the responsibility of undertaking the change as per the needs of the organization through their decision making. However, the uncertainty of the decisions undertaken by the management of the organization hinders in the smooth functioning of the same in the change management process. 

The application of the power and the division of the same in the management has helped the organization in making its progress in the market scenario. However, there are situations where the division of power among the inexperienced personnel of the hierarchy affects the decision making process of the organization, which affects the organizational change that is being planned by the same in the market (Ryan et al. 2008). Dell has experienced many issues relating to the inefficiency of the decisions that are being undertaken by the organization in the market. it has affected the change management concepts planned by the organization thus affecting the progress of the same in the market (Cameron  and Green  2015). 

The unpredictable nature of the leadership approach affects the smooth functioning of the organization in the market. Moreover, the employees are left confused with the unpredictable nature of the leadership approach. It affects the functioning and the morale of the workforce (Senior  and Swailes  2010). It is a paradoxical situation, which is characterized by the lack of proper expression that affects the leadership qualities of a leader subsequent to the change that is being planned by the organization.  

Challenges in Planning and Strategizing Organizational Change

The unstable nature of the leadership is based on the understanding of the different aspects of the situational leadership and decision making where the decisions tend to change based on the change in the circumstances faced by the organization. It affects the free functioning of the employees in the workforce. According to Ybema and Horvers (2017), the unstable nature of the leadership style affects the smooth functioning of the business. Therefore, the proper understanding of the change dependent on the risk might require the shifts that might affect the functioning of the organization in the market.

The trust of the employees on the management of the organization plays a major role in facilitating the modifications in the structure and the performance of the business in the market (Sørensen,   Hasle and Pejtersen 2011). The identification of the needs of the employees and making them aware of the changes in the management of the organizational systems helps n building the trust among the fellow employees that helps in integrating the workforce and bring in the desired modifications.

On the other hand, the top- down  organizational change helps in identification of the needs of the organization to bring in changes in the systems and the performance of the same in the market structure. The major aspects of the change, as stated by Ryan et al. (2008), is based on the understanding of the needs of the business. The change in the systems is facilitated after a research of the outcome of bringing in the change. Therefore, the top- down management of the systems helps in maintaining the change in the systems of the business in the market.

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