Life is a series of changes therefore the world is constantly changing. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact organizations have to change with the world and society in order to be successful. Organizations have to c006Fnstantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. However, change is not always welcome by those who it will affect the most. “It is human nature to exercise opposition to a process laden with uncertainties an anxieties that generate discomfort and doubts” (Predişcan, 2013). This is where the resistance to change begins.
Resistance to Change
When chance occurs there is a potential for resistance to the change. Organizations must consider this when planning change. Organizations need to evaluate and consider the reaction that the employees will have to the change. If the change will effect customers as well, their concerns and reactions must be considered as well. “Change can generate deep resistance in people and in organizations, thus making it difficult, if not impossible, to implement organizational improvements” (Cummings, 2009, p 166). The dimensions of attitude can also be used to assess the potential resistance an organization may face when planning change.
Dimensions of Attitudes
There are three dimensions of attitudes that are linked to the resistance of change. These three dimensions of attitudes are cognitive, emotional, and intentional. (Piderit, 2000) Each of these dimensions has a unique way of explaining how a person can react to change. The cognitive dimension is about the beliefs of the person. The change might go against the beliefs that a person or group of people have. This can lead to resistance from that person or group of people. The emotional dimension is based on the person’s feelings. The resistance of change can come from the personal experiences or bias of the employees. The planned change might cause resistance because it creates negative feelings for someone. The intentional dimension is based on what the purpose. Change is implemented for a reason and sometimes those reasons might not be made clear. This can cause resistance to change because employees are unsure of the reason for change. If the reason is not explain properly, employees may begin to develop their own reasons as to why change is happening. Organizations can use these dimensions to prevent or overcome resistance of change.
Reaction to Resistance to Change
In order to plan for the resistance of change, organizations will need to stay ahead. They can use the ways to overcome the resistance to chance before it happens. Management needs to make sure that the change is well...