Resistance to Organizational Change in Business

In an objective way, the number of important, often painful, changes in an organization has dramatically increased over the past 20 years (Kotter, 1996). Prosci's CEO, Jeffrey M. Hiatt (Gibson, Ivancevich, Donnelly and Konopaske, 2009, page 481) explains as follows. This number may be between 20 and 25. "The speed of global, economic and technological development makes change an inevitable element of organizational life.

Resisting to changes in the business ecosystem's organization will impede the development of new processes, systems, redesigned organizational structures, etc., delaying product delays, increased delivery costs, separation of employee base, and reduced profits There is a possibility. It is necessary to carry out before and after the project. Organizational change management, organizational development, organizational effectiveness, resistance strategies and programs of building HR strategies are essential to the success of the project. However, due to time constraints, the diving ability into the deep ocean is never luxurious for lead change.

For over 6 years I have studied master's thesis on organizational change boycott. Over the past five years I have spent a lot of time researching organizational changes, especially the driving force of organizational change. And its source or power will lead to changes in the organization. Before sharing this list, I would like to mention that it is still a working version. Since I am trying to acquire my doctorate, this is part of my main paper and now I am promoting practical research of SMEs on this list.

The purpose of this white paper is to review recently published research to determine how employees resist changes in the organization and which change strategies can be used to minimize employee resistance to organizational change It is to do. In the literature review, it is argued why employees are showing resistance to change. After identifying the various other change strategies the organization can employ to minimize the resistance level, choose communication and engagement as an important change strategy for the discussion.