Question

Part 1: Discuss how one’s personal values can influence change resistance.

Part 2 : Make a list of reasons employees may resist a change intervention. With these factors in mind, devise a plan of action as to what leaders can do to support (or breakdown) this resistance to change. Please conduct research to support your discussion, citing at least one resource in APA format.

Answer 1

1. Personal values are the emotional desires and conscious wants that can affect their behaviour, attitude and reaction to an environment. These come from peers or the influence of an outside force. These personal values can make an impact on the resistance to change in people with strong personal values. These personal values are in the individuals for a long time, can even be from what they are taught and been seeing from birth. They are strong and rigid to be changed as per desire. Bring a change to these individuals is taken as insecurity and damage to their personal values which makes them resist the change. Understanding the cause of this resistance and handling it strategically can help overcome this resistance. The individuals can be trained and communicated how the change will be beneficial to them and will not be harmful to their core values in any way. They will have to be taught to be flexible to align their personal values with the corporate values.

2. The reasons employees may resist a change intervention can be:

- job insecurity as new changes can bring efficiency in organizational functions which can reduce the requirement of all the present employees.

- poor communication by the leader of the change process and its benefits.

- fear of the new change not being progressive for the employees or easy for them to implement

- less competency will make them unable to learn and implement the new change which will leave them behind in the organization growth

- Low motivation and morale to work progressively in the current situation also.

The ways in which leaders can manage and control resistance to change are:

- structuring the roles and responsibilities of each employee based on the change and their skills so that each employee feels responsible and engaged in the changing environment.

- communicating the change in the most effective manner with the most effective channels of communication. Making the communication process two way where the employees can get an opportunity to give their feedbacks and clear their doubts.

- setting targets for the employees engaged in the changing process and rewarding them for their achievements.

- address negativity and resolve conflicts arising due to the resistance and negative attitude towards the change.

- show self-interest and engagement in the change process to motivate others to follow

- be supportive and flexible towards the employees so that they understand that change is not imposed on them but implemented for their own good.