Change is everywhere, yet very few people seem to embrace the concept. We are, for the most part, creatures of habit and follow daily routines. When change occurs, our activities and thought patterns are disrupted.
Describe a situation where you or someone you know was resistant to change as identified in one of following areas:
Self-interest
Lack of understanding
Lack of trust in management
Differing assessments of the need for change
Low tolerance for change
Explain whether the resistance to change was caused by an internal or external factor. Using Kotter’s theory for change, provide a plan for overcoming that resistance. What will be done and how will you know that the plan has worked?
Solution
Introduction
In both, society and organization, there is a need for change with the passage of the time. Resistance to change occurs when everyone has his perception of the change. Resistance to change can be occurred due to many reasons, depending on the circumstances and perceptions. First, we have to identify the resistance to change and to conduct an effective change; we need to follow Kotter’s theory for change.
Identification of Resistance to Change
I have worked with many organizations, and due to management’s interventions, changes have been conducted. However, it seems tough to accept these changes when working in the workplace. Employees in the company usually have some specific skills and experiences, and to adopt new things, some challenges are to be faced. These challenges are creating the barriers to the change (Caulfield & Senger, 2017).
Lack of understanding
When working in the company, the management introduced new appraisal systems for employees to evaluate the performance of employees and make pertinent decisions. Traditionally, I have been evaluated through observations by the management. Now, due to new work standards and evaluation system, I was quite reluctant to reshape my work behavior and intentions. Interestingly, it was due to lack of understanding of this new appraisal system (Baack, 2017).
The management of the company introduced 360 performance appraisal. In this process, feedback was to be recorded from managers, customers, co-workers, vendors and other stakeholders. It was the transformation from simple numerical rating system to 360-degree appraisal, and I did not understand required work standards and communication traits (Crouzet, Parker, & Pathak, 2014).
Resistance to change caused by an internal or external factor
Internal and external factors drive the change in an organization. These factors also create an impact on the resistance to the change. In my case, internal factors were the feedback from managers and coworkers. Also, external factors were feedback from customers, vendors, and suppliers. Moreover, systems, structures, and working conditions were also some internal factors, which created the impact on the resistance to the change. Externally, social conditions and competition were other factors (Tamilarasu, 2012).
Thus, keeping internal and external factors in mind, the intention is to enhance the visibility of understanding regarding the new appraisal system to reshape the performances, behavior and work traits. The application of Kotter’s theory of change is as under
Kotter’s theory of change
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Increase Urgency
The first thing to adopt the change a is creating the change urgency. Being an employee of the company, I have to derive some threats and opportunities. For Instance, I can find the opportunity in the form of improving performance to get rewards, incentives, and appreciations. Conversely, I can find the threats such as discrimination, lack of understanding or new appraisal system and job termination (Crouzet, Parker, & Pathak, 2014).
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Build Guiding Team
To adopt the new performance evaluation a system, I have to make a powerful change coalition. For Instance, gathering the managers, employees and all key stakeholders understand the new system requirements, which are triggered by employees, is the best approach to understand the purpose, structure, criteria, and change (Baack, 2017).
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Develop the Vision
I can develop my vision when working in the workplace. For Instance, my vision will be to be the best employee in the company through excellent performances and effective utilization of resources. It can help me to meet the requirements of a new performance evaluation system.
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Communicate for buy-in
The communication of vision with other stakeholders is necessary to contain the general acceptance. When I communicate my vision to employees and management, they can provide some reviews, which can enhance the understanding of this new system (Caulfield & Senger, 2017).
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Empower Action
I can empower actions through removing some obstacles such as misunderstandings, unfair interpretation of feedback, discrimination, and lack of openness. For Instance, all feedback has to be shared with employees to contain the openness. I can assess the criteria to have feedback list and interpretations, and it can help me to eliminate the misunderstanding, which is a powerful source of resistance to change (Tamilarasu, 2012).
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Create Short-Term Wins
Short term wins can be demonstrated in the training and development process, as it can be assertive in meeting all performance standards. In mock task practices, I can depict my position to create a short-term win (Crouzet, Parker, & Pathak, 2014).
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Don’t let up
Every step of this model is crucial, and if I miss any of it, it can create some serious problems. Also, if I get bad feedback from coworkers and managers despite having a good understanding, I should keep trying to gain good results.
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Make Change Stick
Making change stick is essential to gain good results or feedback. For Instance, after understanding 360-degree appraisal system, I have to stick to it and integrate with it to gain the excellence in work. The most important thing is to keep identifying insights from the feedback and company work policies, as it is better for retention and work sustainability (Caulfield & Senger, 2017).
A plan for overcoming that resistance
Plan for each step in this change model has been illustrated. However, in general, I have a good plan to overcome the resistance at the workplace. I plan to set the attainable and engaging targets in the workplace. For Instance, I can have expected feedback from managers after the completion of some tasks. This approach is good to understand the process and make some improvements. Furthermore, I have to demonstrate the passion for understanding and learning some new things at the workplace. Instead of being afraid regarding new evaluation system, I have to show my assertiveness to engage with each aspect of the system. Everything should be done with the courage to enhance the visibility of successful adaptation in this change process. Overcoming the resistance to change is not complex for me, as being positive and supportive is also a part of my plan when integrating with this particular change process. When understanding the 360-degree performance appraisal and management’s intentions, I am looking to accept all positive aspects and try to reshape my behavior for better integration (Crouzet, Parker, & Pathak, 2014).
Measures of Success
I also have some measures regarding the success of the implementation of change theory and my plan. The big measure is the change in my work behavior, as my work behavior and style will be altered. Also, the most prominent measure of success is the improvement in performance. Getting good feedback from people in an internal and external environment is a good measure of success. However, after understanding the new system and accepting the change, I can create an ability to face changes in the future effectively. Measures of success can be changed in the dynamic business environment (Caulfield & Senger, 2017).
Conclusion
In the end, it is to conclude that the change process is necessary for an organization, and being a part of it; an employee should depict its readiness. Applying Kotter’s change theory is good to know the key aspects of the change process, which can enable the success. In an organization, the management can make changes with the passage of the time. To integrate effectively, some strategies are needed, as the purpose is to be a successful part of this transformation process. In this dynamic business environment, dynamic behavior is quite helpful in the change process. Adaptation of new things in the company depicts the employee’s ability and assertiveness, as far as the change and several strategies are concerned.
References
Baack, D. (2017). Organizational behavior (2nd ed.). [Electronic version]. Retrieved from https://ashford.content.edu
Caulfield, J. L., & Senger, A. (2017). Perception is reality: change leadership and work engagement. Leadership & Organization Development Journal; Bradford, 38(7), 927-945.
Crouzet, B., Parker, W. D., & Pathak, R. (2014). Preparing for productivity intervention initiatives. International Journal of Productivity and Performance Management; Bradford, 63(7), 946-959.
Tamilarasu, V. (2012). Change Management. International Journal of Management Prudence; New Delhi, 4(2), 26-31.
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