Question

1. In a strong-culture organization, values and behavioral norms are like crabgrass: deeply rooted and hard to weed out. Do you agree and is this good or bad?

2. Employee resistance is a symptom, not a problem, in the change process. What are some of the real problems that underlie employee resistance? Have you seen this in your own experiences?

Answer 1

1. It is true that in a strong-culture organisation, values and behavioural norms are like crab grass : hard to weed out and deeply rooted. I totally agree with this fact and consider it a benefit and good scope in the organisation having such strong culture and roots. Every organisation having a strong ethnic culture would help its employees to understand and consider it different than other organisations. Having strategic management and approach would help you to establish goals effectively, control efficiently and thus motivate and guide the employee towards the achievement of the sustainable factors of the organisation. Also, culture takes time for its establishment. It is not easy to establish and make a culture work and dissolve in the organisation. But once establish, culture is not easy to get away from too. Its essence is established in small elements of the organisation which would make the organisation and its culture strong and deep rooted.

2. It is well said that the employee resistance is a symptom and not a problem because it arises because of a particular change or transformation that the organisation is undergoing or willing to undergo in the future. Organisations have to understand the fact that if the majority of the employee base is resisting your idea or control in the firm, that means the accuracy of the standards set or the culture set up in the organisation should be re evaluated to check the reason and causes of why the employees are unsatisfied with the same. Seeing the real life example, some of the problems that underlie the employee resistance are:

1. Decreased Productivity: If the employees are resisting the work and the standards set by you or the organisations, that would lead to them nor working effectively and efficiently and thus making the work and the quantity produced less and would decrease the productivity.

2. Higher Turnover: Employee resistance would also eventually lead to increase in the turnover rate and more and more employees would actually leave the organisation which would lead to higher costs of recruitment for the organisation.

3. Less Sustainability: The resistance by the employees is seen as a bad sign and thus the goodwill and brand image of your company also gets affected in the industry according to the same. Thus, that would lead to less or low sustainability for your organisation.