“Resistance to Change”: An Analysis of Not Changing with the Times

In his short story, famous American writer and famous winner "A Rose for Emily" by William Faulkner talks about the fact that people are not catching up with the times. When slavery was accepted, he lived in the south and included this in many of his stories. Faulkner's goal is to emphasize to the audience that people must accept change, evolution or risk isolation and ultimately die alone. The view on Faulkner's transformation has been demonstrated effectively through his setting, tone and word, his "dedication to Emily's Rose".

In this literature review, we investigate organizational changes and conduct detailed research on "resistance to change". The aim is to deepen this field through the theoretical explanation of the concept of "resistance to change". This is an important theme in change management and carefully examined the benefits of helping organizations achieve this transformation. This comment means where the organization should pay special attention when initiating the change process. This research analyzes the main cause of 'resistance to change' and the way to overcome it.

Force field analysis is a technology that is a premise that change is the result of a struggle between resistance (force to prevent change) and driving force (force to change). By using force field analysis you can see which action plan is best suited to determine which action plan has the greatest driving force and minimum resistance. 5. If the score of the change unit is greater than the score of the change unit, you may need to reconsider the feasibility of making changes. Success is very difficult. If the power of change has the highest score, you can continue, but develop a strategy to reduce the negative impact of power on change.

Change management The focus of change management theory is to minimize the resistance to change because it is likely to allow proposed changes. In force field analysis, administrators need to evaluate changes in experts and change, and the changes necessary to achieve this change. For example, in BA's salary freezing and unpaid labor requirements, anxiety about low income resists this change, but for some people, the risk of temporary dismissal and dismissal exceeds a one-month unpaid risk . (BBC), 2009)