Change and resistance to change:

Organization change is the important aspect in making managing more effective. Organization is work with conventional method and management wants to upgrade the organization functioning with computer. Computer can make the organization to work very faster and accurate. Most of the organization works management information system. Management information system has simplifies the work, faster process and present the required information for the management. Organization needs to make changes in their behaviour to adapt the new system of behaviour; this has given importance to organization change (Baldoni, 2010). Organization wants to upgrade their working styles means than organization needs to make changes in the behaviour. Organization behavioral changes mean changing the behaviour of group and individuals.

Organization change in group behaviour

Organization change can be made successful by making the behavioral changes of different groups. Organization formed by individual and group. Group is changing their behavior according to the well re-modified behavioral guidelines by the management. Success of organization change is lies with the group changing behaviour i.e. the group adapts complete change in behaviour than the organization can be changed completely but when the group adapts partial change in behaviour than the organization change can achieve partial (Magdelyn, 2009). It is very much evidence the organization change can be accomplished based upon the defined change in the behaviour of group.

Phases of planned change

Unfreezing

Unfreezing is the process of making the group or individual regular or habitual behaviour freezing so that the individual or group is ready to adapt the changed behaviour. It is difficult task for any manager to freeze the habitual behaviour of the individual or group. Individual or group can create the problem in freezing the regular behaviour since they do not wants to take up new behaviour. Problem of not accepting the new changed behaviour will lead to new concept know as resistance to change (Punnett, 2009). The qualities of leader will depend upon the success of making the individual and group to freeze their behaviour.

Movement

Freezing the regular behaviour of individual and group will give scope to learn new behaviour. Following is the process of movement in the making organization change successful.

  • Obtaining data: once the management found the initial problem in the process of organization. The next step is to collect the required data related to the initial problem found in the organization.
  • Problem diagnosis: well diagnose problem is half solution to the organization change behaviour. The management has to diagnose problem with the internal factors, external factors and latest changes found in the business world.
  • Action planning: well done with the problem diagnosis than the next step in the organization change is to plan the action. In this stage management plans to create an effective problem to make the organization change very much successful. The action plan is called as the programming the behavioral changes of the organization.
  • Implementation: once the successful making of action planning than next step is to implement the action plan as per the planned schedule. Organization can able to faces some of the problems in implementing the plan they are resistance to change. Great leader can successfully overcome the resistance to change in process of organization change. (Betty, 2009)
  • Change agent: leader has to play as a change agent. Change agent job is to ensure the changes are take place as per the schedule planning of change program. Change agent can be from the internal source from the organization or may be external source (Jane, 2009).
  • Follow up and stabilization: follow up is important process in making organization change successful. Follow up will ensure the organization changes are successfully implemented as per the planned schedule. Follow up process should ensure the stability of the implementation of organizational change.
  • Assessment of consequences: the management assesses the consequences of changed behavior of the organization members. Consequences of organization change can result in two way they are positively change behaviour in making organization more stronger and second is the negatively change behaviour where the organization will not achieve the expected growth or objectives.

Refreezing

The refreezing is the three stages in the process of organizational behaviour. Refreezing stage will ensure the changed behaviour of group and individual go’s as per the planned action or change program. Refreezing will commit the employees to follow the newer behaviour in the organization (Butkus, 2009). Refreezing will investigate the learning process of the changed behaviour of the employees in the organization. Organization has to give exposure to their employees in learning new things for the better of the organization.

Resistance to change

Resistance to change is the most seen problem in every organization. Organization wants to change the behaviour of the employee but the employee wish to not to change their behaviour since they follow for long time in the organization. (Ninemeier, 2009)

Organization culture

Organization culture is created by the employees and environment of the organization. Organization change will alter the cultural environment of organization.

Maintain stability

Organization change needs to ensure the maintaining the stability of function. Stability pattern will not give path to changes in the behaviour of the organization. Employee is fixed himself to the particular pattern of behavior and suddenly management tells him to change his behaviour to newer behaviour so employ would rebel to the newer changes (Denhardt, 2008).

Investment in resource

Organization change is not a simple task a management should bring in the organization. Organization change would involve the investment to make changes in the organization. Organization needs to make investment in training the employees to adapt the newer behaviour and give incentive packages to adapt to the newer behavior. Organization change will direct the organization to invest in their infrastructure which is a very costly affair in the process of the change. Investment in resource will become the resistance to change. (Peter, 2009)

Past contract

Organization change will end up with the resistance to change due to the past contract. The past contract made by the management, its may demand the previous type of organization behaviour which the organization does not wants to continue. (Christopher, 2009)

Threat to influence or power

Organization change may influence the employees to the threat of power which they have posed by the previous organization style of functioning. This threat will not let the management to change their behaviour or will leave to resistance to change.

Individual resistance to change

Individual may resistance to change to the newer behaviour since they may be influenced by their selective perception. Organization needs to bring changes in the perception of the employee before they make attempt to change the behavior of the employee (Kouzes, 2009). Organization has to bring changes in the process of employee which is otherwise a habitual behaviour.

 

References:

•           Marshall Goldsmith, John Baldoni, Sarah McArthur (2010) The AMA handbook of leadership AMACOM Div American Mgmt Assn.

•           Magdelyn McGrath, 2009.  Managing human resources,  Managing Human Resources Through Stategic Partnerships, International Edition.

•           Betty Jane Punnett , (2009). International Perspectives on Organizational Behavior and Human Resource . M.E. Sharpe publication pvt ltd., Armonk Newyork , London England.

•           Butkus, R.T. & Green, T.B. 2009. Motivation,  Beliefs and organizational Transformation Organizational Quorum Books.

•           Hayes, D. K., & Ninemeier, J. D. (2009). Human Resources Management in the Hospitality Industry. Toranto: John wiley and sons.

•           Denhardt, R. B., Denhardt, J. V., & Aristigueta, M. P. (2008). Managing Human Behavior in Public and Nonprofit Organizations. Sage Publications, Inc.

•           Peter Guy Northouse (2009) Leadership: Theory and Practice, SAGE.

•           Robert N. Lussier, Christopher F. Achua (2009) Leadership: Theory, Application, & Skill Development, Cengage Learning.

•           James M. Kouzes, Barry Z. Posner (2010) The Leadership Challenge, John Wiley & Sons.

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