Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2010: 753).
At the very first here, I would like everyone who visit my blog please watch this video, in the first few minutes of this video you might think, “Why I post this video?” And probably you are not going to continue watching it but please watch until it finishes.
In everyone’s life, we do not know the future except we are fortunetellers so; it’s true that we can’t avoid changing in life neither in every day’s life nor in business term.
Why people do not want to change?
According to Management and Organisational Behaviour text book stated possible factors which are individual resistance (Selective perception, Habit, Inconvenience or loss of freedom, Economic implications, Security in the past, Fear of the unknown) and organizational resistance (Organisational culture, Maintaining stability, Investment in resources, Past contracts or agreements, Threats to power or influence) (Mullins, 2013)
Focusing on changes in organisations that might happen in every firm at every single second. “One of the most baffling and recalcitrant of the problems which business executives face is employee resistance to change” (Paul R., 1969)
According to above sentence, it is extremely true that many organisations all around the world are facing in these days. It is such a big influence that impacts the performance of employees in an organisation into either good or bad ways. It may decrease the capability of them in workplace or it might help to drive them work harder because of fear. Furthermore, these employees’ reactions will affect organisation image and stability, for example organisations might face the situation that they are lack of staffs because of negative reputation that staffs within firms are rumor about. On the other hand, fortunately firms’ revenue will amazingly increase because of positive reputations and professional image of organisations.
“The manager or leader has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint and then to help people understand reasons, aims, and ways of responding positively according to employees’ own situations and capabilities.” (Businessballs, 2014)
By the way, a manager is one of the most important people in every company that influences changes. In business context, the responsibility for managing change is for management and executives in the organisation, it is not an employees’ responsibility to manage changes in organisation. Employees have to behave and control themselves in term of their personal changes such as health, family, maturity, or personality) Therefore, organisations should prepare or have the process of management development which adapted to firm’s objectives, resources and other requirements. Human resource department is a particular department in organisation that the process of management development will work effectively due to the fact that recruitment is an early stage of building organisation. Having said that good resources build better organisation. (Mullins, 2013)
According to Leading in Changing World lecture, we all understand how JCP Company deals with the changing in the organisation and how effective they were in order to make a better environment within the workplace and for a better staff’s performances. Furthermore, British Airways is another good example that they faced the huge changing in the company in 1981 due to the fact that at that time the chairman saw the gap that effects company’s revenue (wasting their resources) and it is true that in an airline industry these days, the number of competitors is tremendously increasing year by year. Therefore, the chairman privatized the areas of changing in company and he found that the most important area is leadership and communication where can lead to serious problems like bankruptcy if they did not decide to change their management at that time (Brighthubpm, 2012)
Personally, I am interested in Hospitality and Fashion industries, which are some of the most competitive industries. However, people who are in these industries have to face changes all the time. They have to be aware and prepare for unexpected situation that might come into their lives at anytime. To conclude, understanding people in organisation or team is one of the most important things for manager along with the goal’s of company and better outcomes will come to your firm without any fear from people in organisation.
Mullins, L.J. (2013). Management and Organisational Behaviour. United Kingdom: FT Publishing International.
Misty Faucheux. 2013. Examples of Change Management Plans That Worked. [ONLINE] Available at: http://www.brighthubpm.com/change-management/55056-examples-of-change-management-plans-that-worked/. [Accessed 12 March 14].
Businessballs. 2014. Change Management. [ONLINE] Available at: http://www.businessballs.com/changemanagement.htm. [Accessed 13 March 14].
Paul R. Lawrence. 1969. How to Deal With Resistance to Change. [ONLINE] Available at: http://hbr.org/1969/01/how-to-deal-with-resistance-to-change/ar/1. [Accessed 21 March 14].