Unformatted text preview: ng through this phase will make up excuses why he or she should not be held accountable for anything that goes wrong with the organization as a result of the change. Such attempts to disassociate from the new situation often cause the person to alienate oneself from the group. Acceptance Once the person has accepted the change as real and that it is going to happen, he or she begins to rationalize his or her role in the new situation. It is important to understand that not only can an individual accept the situation and begin to work towards the new vision, but one can also accept the situation as having a negative impact and choose to leave the organization. Either way, the individual accepts the fact that the new environment exists. Overcoming Resistance to Change Some approaches can be taken to reduce the resistance to change. Some of them are listed below (Schermerhorn, Hunt, and Osborn 2000): Education and communication Open communication and proper education help employees to understand the significance of change and its requirement. For that, proper initiative should be taken to provide the information regarding the type, timing, implication, purpose and reason for change. Sikkim Manipal University 195 Organizational Change Unit 14 Employee participation and involvement People generally get more committed towards the change, if they are directly involved in the change process. This way, they have the opportunity to clarify their doubts and understand the perspective and requirement of change for the organization. The management also gets the chance to identify the potential problems that may occur in the workplace and the chance to prevent it. Facilitation and support Change agent can offer a range of supportive measures to reduce resistance. Empathetic and considerate listening can reduce employees’ fear and anxiety towards change. Counselling sessions to reduce stress, trauma, etc., can be an effective measure. Negotiation and agreement Organizations which have a fair chance to face potential resistance from the union representatives, can defuse the resistance by involving them directly in the change process. They should be properly briefed about the need and value of change. However, this can be a costly proposition when there is more than one dominant union in the organization, as all the contending parties would fight for power and recognition. Self Assessment Questions 3 1. Many people, depending on their basic values and beliefs, move from anger to ___________. 2. ___________ and considerate listening can reduce employees’ fear and anxiety towards change 3. This can be a costly proposition when there is more than one _____________ union in the organization, as all the contending parties would fight for power and recognition. 14.5 Characteristics Of Organizational Change Characteristics:
· It is deliberate, systematic and well thought of. · Velocity of change depends on the degree or level of significance. · Status quo is challenged. · Reaction can be both positive and negative. Sikkim Manipal University 196 Organizational Change...
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- Fall '10
- Sikkim Manipal University, SELF ASSESSMENT QUESTIONS