Combatting Resistance to Organizational Change
Effective organizational change requires an alteration in patterns of employee behavior (Spector, 2010). There are many reasons why stakeholders can be resistant to change including but not limited to; misunderstanding, self-interest, inability to adapt and disagreement with the change. It is management’s job to understand this resistance and effectively combat it. There are several tools that can be used to combat resistance to organizational change to increase the chances of effective organizational implementation. This paper will look at some of the essential tools and elements I would use to combat resistance to organizational change. In addition, I will discuss what elements I feel are essential in most situations and why.
Mutual Engagement
One of the most basic but sometimes underutilized tools is communication and education through mutual engagement. It is up to organizational leaders to help create and maintain a context that allows, encourages, and enables an open and candid dialogue (Spector, 2010). The goal of mutual engagement in a process of shared diagnosis is…
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…th its effects.
Works Cited
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Get Help Now!Palmer, I., Dunford, R., & Akin, G. (2009) Managing organizational change: A multiple
perspectives approach. (2 nd ed.). Boston: McGraw Hill
Spector, B. (2010). Implementing Organizational Change: Theory Into Practice. (2nd ed.) Upper
Saddle River, NJ: Prentice Hall.
Prosci Change Management Series. Retrieved from http://www.change-
management.com/prosci_change_series.pdf
Tucker, J. (2007). Resistance to Change. Retrieved from
http://jantucker.suite101.com/resistance-to-change-a28593
Combatting Resistance to Organizational Change
Combatting Resistance to Organizational Change
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