Define what are the systems of resistance, and provide some understanding by answering the following questions:
- What symptoms of resistance to change have you experienced? Have you experienced both active and passive forms? Have you experienced them as a resistor yourself (as a recipient of change)? Have you experienced them as someone responsible for the management of change (as an initiator of change)?
- Which of the various reasons for resisting change do you believe to be the most common? What are your “top three” in this regard?
- Which of the various reasons for resisting change do you believe to be the most difficult to deal with (as a manager)? What are your “top three” in this regard?
- When senior managers resist change at the strategic level, they are in a position to cause more damage than employees resisting changes at the operational level. Have you worked in a company where you believe that management resistance to change may have existed? As a manager yourself, what would you try to do to prevent this from happening?
- Which approach to the management of resistance attracts you? What is the reason for your choice? For example, is it because you think it to be the most effective or does it also relate to a view that you have about how people should be managed?
The paper is about change management and please use APA formatting.
Answer preview
Similarly, they believe that technology will come hand in hand with the demand for new skills and competences. As a result of this, employees tend to think that change will force a company to downsize. The second reason is poor communication. Employees may become resistant to change because of poor communication and engagement. Employees may argue that they were not involved in the change process. Communication of change processes to employees is very important because it influences their support to change implementation (Gelaidan, Al-Swidi, & Mabkhot, 2018). The management should inform employees of the need for change and how it will positively impact them and the organization. Lastly, the lack of trust is another reason that employees may become resistant to change. Trust is a vital element for management to run a business successfully. Employees are more likely to resist the change in the organization no matter how important it is if they do not trust the management. Nonetheless, they are more receptive to change if they have a lot of trust in management.
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