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  • Resistance to change if ignored can quickly slow or make change efforts fail altogether. This paper will first go through a case study from a well-known organization and discuss how they dealt with change in order to survive. Then it will discuss common motivations for change, causes of resistance and provide some solutions to resistance.

    Motivations for Change

    Change is about moving from one state to another. History has shown that companies who do not change can fall behind their competition and be wiped out. Sources of change can occur both internally and externally. Motivations include globalization, economic conditions, workforce trends, competition, suppliers, customers, new technologies, legal requirements, and dissatisfaction with the current situation.

    Causes of Resistance

    Resistance occurs when employees exhibit behavior that is disruptive to the goals of the change initiative. They may act out and challenge the change. This unwillingness to change is serious to the success as many if not most change efforts in organizations fail.

    Resistance however must not be confused with readiness. If employees lack readiness, this means they may need further information or skills in order to be ready to make the change.

    The resistance could also be valid and perhaps something was missed in the implementation strategy. Those that cause resistance may have unique insight and we must fully understand all reasons for resistance.

  • In some organizations, chronically resistant employees occur, who will consistently resist any change initiatives. These employees are afraid of change, attacking all things that are outside their comfort.

    Toxic employees use social hacking to manipulate others using rumors, silent treatment and intimidation. These employees need the environment not to change so they can hold onto their informal power.

    If no other employees on the team behave in this manner, then it is clear the employee does not fit well with the organization. If they are a valuable worker, the organization may attempt to find them work in a different area of the organization that could perhaps fit the personalities of the employee, creating a beneficial scenario as the employee is removed from their current toxic role and can still add value to the organization. All employees have unique personalities, values and needs and may benefit in different job roles.