A Life Cycle Of Employee Resistance To Change In Organization

1033 words - 5 pages

Employee thinks change as an adjustment of role, responsibilities and skill. However, in organizational level refer change as a framework structure around the changing need and capability of an organization to perform. Both employee and organization perception on change is needed to ensure the change is successful. Brown (2011) reported that “the role of change as a corrective action often affect patterns of work or values, and in consequence meet with resistance” (p. 144). Once an organization and its member decide to conduct a change program, they have to strengthen forces that driving the change. The life cycle of employee resistance is necessary in an organization change. There are five ...view middle of the document...

The second phase is forces in change emerge. Byvelds (1991) point out that there are two types of forces occur in the change, which are drive forces and resist force. The driving forces allow change and keep it going as interest and needs of the employee is changing where they have different views in a group. Meanwhile, for resisting forces it happen internally and acts as a resistance to change. During this stage, employee fear to express new ideas and more comfortable doing the old routine. Musah & Momoh (2011) stated, “people resist change because it is seen as a threat to familiar pattern of behavior as status and financial reward” (p.8). To enable change to proceed, both of the emerge forces is reduce rather than increasing the driving phase only. Byvelds (1991) also reported communication, participation, support and negotiation are important aspect in lower forces of change. “Provide adequate information to your members on the need for change in order to gain their support. Make the purpose of the change clear. Fear of change can be as disturbing as the change itself” (Byvelds, 1991).

In third phase, there is a direct conflict happen in organization. The conflict arises from people who agree and disagree with the change (Change Management, 2012). During this phase, people who agree with change see it as a good indicator for both organization and themselves. They discover change gives benefit and opportunity to develop their daily work performance. However, people who disagree strongly oppose the change and try to prevent it from implemented since it change pattern of their working behavior. According to Choyle (2004), organization is able to seek help from change management expert to solve the issue. In order to overcome the conflict, change management expert have to identify the source of conflict and develop recommendation for the design of process in solving the conflict to attempt organization objective through change.

In fourth phase, residual resistance appears in organization. Residual resistance is identify using David Gleicher’s change formula – D X V X F > R (Mackin, 2012). Based on the formula, F refer first steps of awaken everyone to the change, D refer to dissatisfaction...

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