Bringing change within an organization is not easy since at times many organizational change efforts often fail to reach their goals. In most cases, the pioneers of change often blame middle managers and employees of resistance for changing especially when a given change falls short of the expectations. Some of the reasons behind resistance to change include reward systems that are poorly aligned. Organizational stakeholders tend to resist change when they see no rewards mostly.
Organizational politics also are a detrimental aspect when it comes to change that is they significantly contribute to the resistance to change. Political obstacles, in this case, create a barrier or instead resistance to change in any given organization. Another primary reason behind organizational opposition to change is the loss of job security or instead status in the workplace. For example, employees tend to resist change especially if it might result in their roles getting eliminated.
To overcome resistance to change, it is essential for organizations always to get the persons involved to play a part in making or instead implementing any given change. It is also important to always understand the real nature of any given resistance. Employers and managers also ought to create a working environment that instills trust, support and that is employee oriented before any given change hence significantly minimizing the resistance to change. Outlining the benefits that come along with a particular change is fundamental in overcoming any resistance to change. Also, compensation is undeniably essential when it comes to implementing any form of changes within the organization. Employees, for instance, ought to get equally compensated especially from their commitment, energy and focus on achieving any change.
