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  • Essay / Managing Resistance to Change During a Merger - 1256

    For most, resistance to change is inevitable, for some it is their personality and for others it is the fear of change. unknown. Organizational structure may change through downsizing, outsourcing, acquisitions or mergers. In this article, I will examine resistance to change during a merger and how to manage this type of stressful and often unclear change in an organization. There are three key strategies for managing resistance to change: communication, participation, empathy and support. Throughout this article, I will discuss the three strategies above as well as some other factors contributing to change in an organization. People often resist change due to fear of the unknown, fear of loss, fear of failure, disruption of interpersonal relationships, personality, politics. , and cultural assumptions and values. However, there are many other reasons why people resist change. Many of them focus on the notion of reactance, that is, a negative reaction that occurs when individuals feel that their personal freedom is threatened. Some of the main reasons to resist change are fear of the unknown, fear of loss, fear of failure, personality, politics, assumptions, and cultural values. The reasons for resistance are as diverse as the workforce itself and vary between individuals and organizations. The challenge for managers is to introduce change in a positive way and manage employee resistance. Traditionally, resistance is seen as a barrier or negative element that can increase resistance. However, many strong leaders today view resistance as a learning tool and a form of feedback. If feedback is used correctly, it can be used to manage the change process in a productive and positive way. Imminent self communication...... middle of paper ...... ace culture values ​​the health and psychological needs of workers, this is enhanced potential for high performance and improved well- be. Employees who feel valued will work harder, motivate others, and help increase support throughout the merger. The people within the organization responsible for leading employees through a merger must be transformational leaders and understand the causes of change, why individuals resist change, how to reduce dysfunctional conflict, emotionally support their employees, provide transparent and consistent information in a timely manner and build trust. and support. This is not an easy task, but it can be accomplished through effective planning and strategizing to address these issues early in the change and increase synergy among employees. Works cited by Nelson, DL and Quick JC (2013) Organizational Behavior. Mason, OH: Cengage-Learning