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UNIVERSITY OF LAGOS, AKOKA, LAGOS STATESchool of Postgraduate StudiesDepartment of Employment Relations and Human Resource ManagementProgramme: M.Sc. Industrial Relations and Personnel ManagementCourse Tittle:HUMAN RESOURCE MANAGEMENT (IRP 800)Question: Discuss the possible benefits of resistance to change bystaffers of an organization familiar to you.Lecturer-in-Charge:DR. FRANCIS C. ANYIMName: KAFARU ENIOLA AISHATMATRIC NO:130905115
INTRODUCTIONIn this modern era, everything will change because change is everywhere, including in anorganization. Changes are made so that the organization remains dynamic, while at the sametime to improve organizational progress and employee’s performance, adapt to theenvironment, and change behaviour patterns in the workplace (Leana & Barry, 2000). Thisconfirms that organizations that make changes are organizations that want to survive. Changeis defined as a process that changes the direction of history or development and can influencethe system or functionality of an organization (Abraham, 2000). However, not all plannedchanges can be successful and can be accepted by all employees. In fact, the rate of failure oforganizational change turns out to be up to 70% (Balogun & Hailey, 2004). It explains thatsuccess in change depends on how employees respond to these changes because, in essence,each employee must have a different perspective with other employees in responding to achange Lines, (2005). Not all employees react positively to change; some even reactnegatively, and one of the employees' negative attitudes to change is called resistance tochange Piderit, (2000). Resistance to change can be interpreted as an attitude or behaviour ofan individual who can frustrate the purpose of change goals (Chawla & Kelloway, 2004).Employee adverse reactions to changes will have enormous consequences; this is becausethey will inhibit the success of the planned changes (Fugate et al., 2012). The facts show thatone of the factors that cause the failure of organizational change is employees who resistanceto change (Regar et al., 1994). From the previous explanation about resistance to changewhich is a negative reaction of employees in inhibiting change, and by considering that theimportance of change in an organization, then there is no doubt that resistance to change isthe main topic to help the organization, especially for managers and human resource officers.One of the most important tasks of managers is to facilitate changes smoothly. Change isalways inevitable but so is resistance to change. It is basic human nature of people to try andkeep their methods and customs constant. This is where change management comes into play.An organization always must strive to adapt to change if it wants to be successful. Change, ororganisational change, is the movement from the current known state to a new, potentiallyunknown state (Smith, 2005). It is often concluded in the academic literature that an inherentaspect of this organisational change behaviour is resistance, as employees attempt to negatethe power and influence of their employers (Smollan, 2011).

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Term
Fall
Professor
NoProfessor
Tags
Management, Human Resource Management, Journal of Change Management, Journal of Organizational Change Management

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