Change is a continuing process that is unavoidable and organizations no longer have an alternative and for that reason they have to change so as to live on and avoid being archaic. Leaders have an important role to play as they have a great say as to the direction in which the organization is heading. Therefore, managers of organizations have to understand how to manage change. All organizations face several different forces for change that are internal, emanating from within the organization and external, which emanate outside the organization. However, such organizational change does face resistance, as majority of members within the organization prefer maintaining status quo. Organizational resistance is delineated as a manifestation of reservation that usually emanates as a reaction to change. Resistance to change has long been acknowledged as a disparagingly significant factor that can impact the achievement of any organizational change determination and endeavor (Toribiotoribio and Garcia Hernandez, 2011). The following paper discusses change resistance in Amazon with respect to change in performance appraisal and management.
Reasons for Resistance to Change
The main reasons for resistance to change by personnel within the organization is fundamentally for the reason that they fear the unknown and unfamiliar. That is to say, the personnel have a sense of anxiety regarding how such change will have an impact on them, their job performance, their association and relation with other personnel, and other job associated factors. Resistance to change from most people emanates due to the shift in status quo, largely for the reason that there is a need for time for adjustment in thinking, job performance, as well as social associations and links to any changes made. Another reason for resistance to change is owing to the failure to indicate that change is necessitated (Baker, 1987).
Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan
There are potential causes of resistance for the change plan initiated for the organization. To begin with, the fear of having personnel performance reviewed in a different way implies that personnel might be resistant in losing their status due to poor performance.
Stuck Writing Your "Amazon Communication Plan" Essay?
A second potential cause of resistance encompasses the aspect of actually necessitating personnel to undertake work. The change in performance management system and review implies that some of the personnel that were lazy or in their comfort zones will be forced to start undertaking work in a serious way. Another significant fear is the change in organizational setting through different ways of promotion and also different payment forms through performance (Toribiotoribio and Garcia Hernandez, 2011).
One of the potential sources of resistance includes self-interest or concern regarding personal loss. This lays emphasis on individuals laying more emphasis on their own interests compared to those of the organization. Some of the concerns in this particular aspect include the change in working conditions, loss of salary, loss of power and authority as well as loss of comfort. A second source of resistance to change is misunderstandings. The personnel's resistance to change can come about because they do not completely comprehend the change initiative to be undertaken and its implications. This lack of understanding usually leads to resistance to change within the organization (Toribiotoribio and Garcia Hernandez, 2011). The third source of resistance to change is encompassed in different assessments. This takes into account the different appraisals and evaluations made by the personnel or stakeholders and the initiatives of change within the organization. At times, personnel think that the change will not be beneficial to the organization, or such benefits outweigh the costs of the initiative. Therefore, once the personnel perceive any form of weaknesses or uncertainty in the proposed change initiative, then there arises an unwillingness to change. What is more, the people within the organization have dissimilar backgrounds, roles as well as experiences that can result in them assessing the situation in a different manner (Toribiotoribio and Garcia Hernandez, 2011).
Create a plan for minimizing possible resistance to your change management plan
In order to ensure minimal resistance within the organization with respect to the change processes, there is a significant need for having an effective plan. The following action plan is purposed to ensure that there is diminished resistance to the change management plan within Amazon. The plan….....
Austin, M. (2016). Communication Strategies. Australian National University. Retrieved 28 August, 2016 from:https://services.anu.edu.au/human-resources/learn/organisational-change/communication-strategies
Baker, S. L. (1987). Managing resistance to change. Allerton Park Institute (29th: 1987).
LaMarsh Global. (2014). 4 Action Plans to Address Resistance to Change. Retrieved 28 August, 2016 from: http://www.lamarsh.com/4-action-plans-address-resistance-change-managed-change-insights/
Matos Marques Simoes, P., &Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.
McKay, K., Kuntz, J. R., & Naswall, K. (2013). The effect of affective commitment, communication and participation on resistance to change: The role of change readiness. New Zealand Journal of Psychology, 42(2), 29-40.
ToribioToribio, C., & Garcia Hernandez, R. (2011). Coping with Resistance to Change in Organizations. Linnaeus University.
